Sébastien Page is a Chief Investment Officer, author, and organizational psychology enthusiast. He oversees investment strategy across equities, fixed income, and alternatives for T. Rowe Price, managing over $500 billion in assets. His passion lies in exploring leadership through the lens of personality psychology, performance, and decision-making. Sébastien’s latest book, The Psychology of Leadership, examines how leaders think, react, and show up when stakes are high and the answers are unclear. He is a frequent speaker, podcast guest, and advocate for applying science-backed positive psychology to the workplace.

KEY TOPICS

1. The science vs. perception of happiness: why wealth and fame aren’t what drive fulfillment [04:03]
2. Personality traits at work: balancing conscientiousness and openness for building high-performing teams [09:57]
3. Agreeableness and conflict: how healthy disagreement fuels innovation and psychological safety in teams [22:21]
4. Leadership effectiveness: why consistently exerting authority signals low team cohesion [30:40]
5. Rest as performance fuel: Simone Biles and reframing downtime as a key to resilience [41:12]

Todays guest, Sébastien Page, can be found online at:

Sébastien’s Book: https://www.amazon.com/Psychology-Leadership-principles-leadership-individuals/dp/1804090921/

LinkedIn: https://www.linkedin.com/in/Sébastien-page/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Amanda Austin is a keynote speaker, coach, and the former CEO of Dallas Comedy House, where she spent over a decade helping teams and leaders think, communicate, and collaborate through the science of improvisation. She has worked with organizations like McKinsey, Hilton, Deloitte, and the U.S. Army, and teaches innovation and change in the MBA program at SMU. Amanda’s unique approach combines improv, organizational psychology, and human-centered design to help teams build trust, adapt to uncertainty, and create environments where everyone’s voice is heard.

KEY TOPICS

1. Improv isn't just offsite games, it's everyday skills for deeper listening and collaboration at work [00:02:21]
2. The "yes, and" mindset: how acknowledging AND building on others' ideas fosters psychological safety and innovation [00:11:27]
3. Why most teams have a connection problem, not just a communication problem and how improv addresses it [00:10:17]
4. Embracing uncertainty and failure as core to team learning, growth, and resilience [00:22:16]
5. How leaders' misreading of silence can signal disengagement and the early warning signs of apathy on teams [00:23:38]

Todays guest, Amanda Austin, can be found online at:

Website: https://www.amandaaustin.co/

LinkedIn: https://www.linkedin.com/in/amanda-austin/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Ellen M. Cartee is the Chief Human Resources Officer at Mobile Communications America (MCA), a leading communications and security company operating at scale across the United States. With over eight years at MCA, Ellen has helped the organization grow from 365 to more than 1,700 employees, navigating 47+ acquisitions along the way. Known for pioneering "the Big Hug" approach to acquisitions, Ellen focuses on making team members feel genuinely welcomed, supported, and integral to the company’s ongoing success. Her people-first, clarity-driven leadership has helped maintain cohesion and identity through rapid expansion proving that growth doesn’t have to mean sacrificing culture.

KEY TOPICS

1. The emotional rollercoaster of acquisitions and the importance of psychological safety for employees [00:03:32]
2. How clear, repeated communication and simple FAQs help people process change in uncertain times [00:05:08]
3. The "dip of doom": navigating the natural grief and adjustment curves post-acquisition [00:14:01]
4. Building a "third culture" by integrating the best of both organizations after a merger [00:22:44]
5. Why humility, openness, and valuing people are at the heart of successful team integration [00:26:27]

Todays guest, Ellen M. Cartee, can be found online at:

LinkedIn: https://www.linkedin.com/in/ellen-m-cartee-484b4b5/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jennie Blumenthal is a former PwC partner, leadership advisor, CEO and Corporate Rehab Leadership and author of Corporate Rehab. She helps enterprise leaders accelerate growth in the age of AI by transforming leadership capacity and organizational systems. Jennie’s work draws on her high-powered corporate background and personal experience overcoming burnout, allowing her to guide leaders to build more sustainable and innovative teams.

KEY TOPICS

1. How leadership capacity, not technology is the real constraint on organizational growth today 00:46
2. Jennie Blumenthal’s personal burnout story and the pivotal moment that led her to rethink corporate leadership 05:35
3. Why constantly pushing harder leads to diminishing returns and breaks leadership effectiveness 07:04
4. The AI absorption gap: Why organizations struggle to leverage new technology despite rapid advances 18:33
5. The growth zone concept: Striking a balance between burnout and disengagement for optimal team performance 22:04

Todays guest, Jennie Blumenthal, can be found online at:

Website: https://www.corporate-rehab.com/

LinkedIn: https://www.linkedin.com/in/jennieblumenthal/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Amanda Raymond, Director of Talent Development at Welch’s, specializes in leadership development and talent programs that help teams thrive in a rapidly changing workplace. With experience at Jobcase, DataRobot, and the TJX companies, Amanda brings a passion for growing resilient, purpose-driven teams in legacy organizations.

Christine Kinahan is the Chief People Oficer at Welch’s, where she champions innovation while honoring the cooperative’s commitment to its growers. She carefully balances risk and resources, making bold yet strategic decisions that put Main Street ahead of Wall Street. Christine ensures that every change serves both the market and Welch’s customers, reflecting her dedication to meaningful progress within the cooperative model.

KEY TOPICS

1. How Welch’s cooperative model puts family farmers at the heart of the business [00:06:06]
2. The balance of honoring tradition while driving innovation in a 150-year-old brand [00:01:33]
3. Why leadership at Welch’s centers on empathy, resilience, and "the power of we" [00:11:35]
4. Strategies for uniting legacy employees and new talent through transparent communication [00:19:56]
5. Why effective organizational change starts with empowerment, overcommunication, and upward feedback [00:22:14]

Todays guest, Amanda Raymond, can be found online at:

LinkedIn: https://www.linkedin.com/in/amandaraymondma/

Todays guest, Christine Kinahan, can be found online at:

LinkedIn: https://www.linkedin.com/in/christinenacnodovitz/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Scott Harris is a Senior Client Principal at Heidrick & Struggles, specializing in leadership assessment for CEOs, C-suite executives, and senior partners. His journey into leadership psychology began at West Point and grew through global military service, commercial real estate, and a decade consulting with Fortune-level companies on selecting and developing top talent. With a master’s in social-organizational psychology and executive coaching certification from Columbia University, Scott blends a data-driven approach with a human perspective to help organizations make better talent decisions and unlock leaders’ full potential.

Below are the key takeaways from this episode:

1. Leadership assessment is evolving: Modern organizations need leaders who are collaborative and adaptable, not just command-and-control.
2. Going beyond resumes matters: Effective assessments use interviews, personality tests, and simulations to understand real potential and authentic behaviors.
3. Culture and role fit are crucial: The best leaders align their strengths with the specific needs and goals of the organization.
4. Self-awareness is a standout trait: Leaders who reflect, learn, and adapt are far more likely to succeed in senior roles.
5. AI is a valuable tool—though not a replacement: Technology can enrich assessments, but human insight and context are still essential at the highest levels.

Todays guest, Scott D. Harris, can be found online at:

LinkedIn: https://www.linkedin.com/in/scott-d-harris/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Greg Troxell is a recruitment consultant whose career grew alongside the evolving tech industry. Initially intrigued by how recruiting shapes careers and businesses, Greg found his niche helping Silicon Valley startups scale their teams, especially during the 2020 startup boom. When COVID-19 disrupted the industry, he adapted by supporting early-stage companies navigating layoffs and hiring challenges. Known for his insights into tech hiring, Greg helps startups build strong, agile teams in changing times.

Below are the key takeaways from this episode:

1. Talent needs the right environment: Success isn’t just about hiring great people. Systems, clarity, and culture must support them to thrive.
2. Alignment multiplies impact: Matching the right person with the right role and purpose sets individuals and organizations up for outstanding performance.
3. Balance psychological safety with accountability: Teams excel when they feel safe and expectations are clearly communicated and enforced.
4. Avoidance disguised as politeness is damaging: Dodging tough conversations undermines trust and team effectiveness.
5. Embrace diversity and adaptation: Building teams with a range of strengths and consistently adjusting systems leads to better outcomes and a more human-centered workplace.

Todays guest, Greg Troxell, can be found online at:

Website: https://www.functionhealth.com/

LinkedIn: https://www.linkedin.com/in/greg-troxell/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Stevie Rabinowitz is the founder of Lotus Leadership and an executive coach with decades of experience in leadership and team development across industries like tech, retail, and media. She specializes in helping leaders and teams build trust, authentic connection, and alignment at work, drawing on her expertise in organizational development and learning programs for companies such as Gap, Meta, Robinhood, and Airtable. Her approach centers on intention, presence, and cultivating real self-awareness to help professionals thrive.

Below are the key takeaways from this episode:

1. Leadership Journey: Stevie Rabinowitz details her diverse path into executive coaching and why everyday actions matter for effective leadership.
2. Self-Awareness Matters: Increasing self-awareness through assessments and feedback is crucial for leaders, especially in fast-growing companies.
3. Curiosity and Trust: Building trust and showing genuine curiosity help leaders address blind spots and drive growth.
4. Coaching vs. Therapy: Coaching is forward-focused and goal-oriented, while therapy explores deeper personal history.
5. Coaching Pays Off: Investing in coaching supports team engagement, productivity, and provides real business value—even during tough times.

Todays guest, Stevie Rabinowitz, can be found online at:

Website: https://www.lotus-leadership.com/

LinkedIn: https://www.linkedin.com/in/stevie-rabinowitz-msod-pcc-cpcc-814a6421/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Dr. Paige Hakimian is a trailblazing founder, leader, and business tycoon with over 40 years of experience in real estate. Alongside her husband, she built a privately owned real estate acquisition and holding company with a portfolio approaching 3 million square feet across the Southeast. Deeply values-driven and relationship-oriented, Dr. Hakimian is also an accomplished educator and philanthropist who holds a PhD in psychology, focusing on industrial-organizational psychology and applied coaching. She is committed to community impact, particularly through first-generation and financial literacy programming, and is recognized for her dedication to empowering others and building high-performing teams with heart and intention.

Below are the key takeaways from this episode:

1. Values First: Dr. Paige Hakimian built her business on clear values and long-term relationships, guiding decisions and shaping company culture.
2. Relationships Drive Success: Strong, genuine connections with tenants, partners, and team members are at the heart of sustainable business and community impact.
3. Giving Back Matters: Integrating philanthropy, especially supporting first-gen and low-income students, is central to Dr. Paige Hakimian’s mission and business approach.
4. The Power of Listening: Truly seeing and hearing people fosters trust, growth, and effective leadership both in business and personal interactions.
5. Resilience in Adversity: Proactively supporting others during challenging times builds loyalty and long-term success, as shown during major crises like COVID-19.

Todays guest, Dr. Paige Hakimian, can be found online at:

Website: https://hakimianholdings.com/

LinkedIn: https://www.linkedin.com/in/paigehh/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Thiag Loganathan is the President and CEO of Cardinality-ai, a GovTech 100 company focused on using AI-driven case management solutions to improve outcomes for state and local agencies. With over a decade of experience scaling SaaS platforms that serve vulnerable populations, Thiag is passionate about creating organizations where impact and innovation go hand in hand. Drawing from his own journey growing up in South India, navigating life in the US, and building a career at the intersection of technology and social good. He champions the power of opportunity, grit, and authentic leadership. Thiag believes AI can level the playing field at work, encouraging curiosity, transparency, and collaboration, while fostering teams that prioritize culture and mission-driven results.

Below are the key takeaways from this episode:

• Five Pillars of Success: Thiag outlined five critical factors, innate traits, upbringing, social circles, grit, and opportunity that shape personal and professional growth.
• Motivation Beyond Metrics: Understanding people's inner drivers and aligning individual values with company goals leads to healthier, high-performing teams.
• AI Levels the Playing Field: Artificial intelligence reduces reliance on tenure and specific expertise, allowing teams to prioritize curiosity, collaboration, and adaptability.
• Culture Over Skills: Successful teams are built like “cobblestone,” combining foundational contributors with flexible roles and leveraging tech to foster deeper connection.
• Ethical Leadership Matters: Using influence and technology must be grounded in shared mission and ethics to truly unlock positive impact in the workplace.

Todays guest, Thiag Loganathan, can be found online at:

Website: https://cardinality.ai/

LinkedIn: https://www.linkedin.com/in/tloganathan/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Marc Maloy is a veteran go-to-market executive known for his unique approach to building high-achieving sales organizations rooted in cohesion, clarity, and servant leadership rather than ego or pressure. Having led sales and operations at leading HR tech companies such as BetterUp, Glint, Instructure (Canvas), and now Voze. Marc is recognized for translating complex organizational psychology into practical, actionable systems that teams can apply. With over a decade in Utah after stints across the Midwest and California, Marc’s leadership philosophy is shaped by his deep understanding of human motivation, relentless focus on culture, and a personal commitment to authentic connection—both at work and at home with his wife and four children.

Below are the key takeaways from this episode:

• Culture impacts performance: Marc shared that high-performing teams thrive on cohesion and clarity, not competition or pressure.
• Understanding individual motivation: Leaders who listen and personalize recognition drive greater engagement and effort from their teams.
• Hire for will and skill: The best results come from hiring people with curiosity and drive, then developing their abilities.
• Avoid ‘super chicken’ competition: Excessive rivalry can damage team dynamics; supporting each other leads to better outcomes.
• Strategic clarity is essential: Clear goals and alignment using proven frameworks help teams connect their work to a shared vision and purpose.

Todays guest, Marc Maloy, can be found online at:

Website: https://www.voze.com/

LinkedIn: https://www.linkedin.com/in/marcmaloy/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jonathan Gluck is a writer, editor, and the author of An Exercise in Uncertainty: A Memoir of Illness and Hope. With a career spanning years at New York Magazine and Vogue, and bylines in The New York Times, The Washington Post, and more, Jonathan brings a unique perspective shaped by over two decades living with an incurable cancer diagnosis he received at age 38. His work explores how to find meaning, hope, and resilience amid profound uncertainty, offering insight not just for those facing illness, but for anyone navigating life’s unpredictable challenges.

Below are the key takeaways from this episode:

• Uncertainty is Universal: Jonathan Gluck's experience living with incurable cancer highlights how uncertainty affects not just individuals, but also teams and organizations.
• Storytelling as Healing: Sharing personal narratives—like Jonathan Gluck's memoir—can help people process difficult experiences and connect with others facing similar challenges.
• Value of Connection: Strong support systems significantly improve both mental and physical health during times of crisis or change.
• No Perfect Way to Cope: The episode underscores that coping with uncertainty is tough for everyone; self-compassion and acceptance are key.
• Purpose Through Adversity: Jonathan Gluck found meaning and agency by sharing his story, supporting others, and focusing on what matters most in life.

Todays guest, Jonathan Gluck, can be found online at:

Book: https://www.randomhousebooks.com/books/760582/C3/

LinkedIn: https://www.linkedin.com/in/jonathan-gluck-b32b6898/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Ginger Day Emens is the Chief of Staff for the GTM Team at ControlUp, where she drives strategic alignment and execution across sales, marketing, and customer success teams. With a diverse background that spans teaching middle school science, consulting, editing, and higher education administration, Ginger blends analytical rigor with a deeply human approach to leadership. Known for cultivating trust, psychological safety, and collaboration, she brings empathy and intuition into the fast-paced world of tech operations. Her personal journey shaped by her experiences as a mother and her healing process fuels her commitment to leading from a place of love and softness, proving that care and connection are powerful assets in business.

Below are the key takeaways from this episode:

1. Softness in Leadership Works: Ginger Day Emens shows that empathy and calmness can be powerful assets in tech leadership, proving that leading from love fosters better collaboration and trust.
2. Personal Experiences Inform Leadership Style: Ginger’s background in education and her time as a stay-at-home mom have shaped her thoughtful, process-oriented, and people-focused approach.
3. Emotional Regulation is Essential: Both speakers stress the need for self-awareness and responding thoughtfully rather than reacting emotionally, drawing parallels to skills used in therapy.
4. Trust Drives Team Success: Building trust and psychological safety within teams enables innovation, effective communication, and long-term motivation.
5. Balance is Key: True leadership means merging empathy with assertiveness—being caring and soft, but also setting firm boundaries when necessary.

Todays guest, Ginger Day Emens, can be found online at:

LinkedIn: https://www.linkedin.com/in/ginger-day-emens-0b0661175/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Sri Narayanan is the co-founder and CEO of Nala AI and founder of Kodely, where she blends education, technology, and workplace learning to build healthier, more collaborative organizational cultures. A Forbes 30 Under 30 honoree, Sri’s experience spans product development at Blackstone Venture Capital, teaching at Rutgers University, and developing enrichment programs that empower both students and teams to learn, grow, and connect.

Below are the key takeaways from this episode:

• Empowering decision-making builds confidence and drives entrepreneurship, as seen in Sri’s personal story.
• Solving real problems matters most—success comes from identifying actual market gaps and designing products that address them.
• Frequent, lightweight team rituals like stand-ups and status updates help boost cohesion, communication, and performance.
• Cross-departmental communication is crucial: Breaking down silos leads to better organizational alignment and fewer missed opportunities.
• Clear, simple mission statements unify teams and help everyone understand how their work fits into the larger purpose.

Todays guest, Sri Narayanan, can be found online at:

Website: https://learnwithnala.com/

LinkedIn: https://www.linkedin.com/in/snarayanan27/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Liana Paris is a speaker and organizational leader known for her focus on impactful strategy. Drawing from her recent talks, she emphasizes that organizations often try to do too much, losing effectiveness. Liana encourages teams to prioritize their strengths, arguing that it’s better to excel at a few things than to spread themselves too thin.

Andrea Gunn is a dedicated animal advocate motivated by the enormous challenge of animal agriculture. Over 10 billion animals are raised and killed for food yearly in the US alone. She knows firsthand the pressures that come with mission-driven work, especially for organizations that may be the only voice for animals in their region. While acknowledging the urge to tackle every animal issue, Andrea believes in the power of focus to create meaningful change. Her work is rooted in empathy for fellow advocates and a commitment to effective, strategic action for animals.

Below are the key takeaways from this episode:

• Focus is powerful: Nonprofit leaders are most effective when they prioritize and avoid trying to do too much.
• Culture requires intention: Strong teams reflect on what behaviors they reward and tolerate, shaping culture purposefully as they grow.
• Belonging has pros and cons: Deep connection to the mission builds motivation but can make tough staffing decisions more emotionally charged.
• Healthy conflict is necessary: Clear, honest conversations—even when uncomfortable—are vital for growth and alignment.
• Leader support matters: Coaching, mentorship, and leadership development help mission-driven leaders navigate challenges and make better decisions.

Todays guest, Andrea Gunn, can be found online at:

Website: https://www.sharpenstrategy.org/

LinkedIn: https://www.linkedin.com/in/andreamgunn/

Todays guest, Liana Paris, can be found online at:

Website: https://www.sharpenstrategy.org/

LinkedIn: https://www.linkedin.com/in/lianaparis/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Lauren Von Mingee is the founder and CEO of Quintessa Marketing, a performance-driven company known for its innovative approach to employee engagement and corporate responsibility. Under her leadership, Quintessa has grown to over 200 employees, dramatically reduced turnover, and built a culture focused on purpose, accountability, and giving back—including a pledge to donate half of company profits to meaningful causes. Lauren’s inspiring journey and people-first leadership continue to shape a workplace where personal purpose and team success go hand in hand.

Below are the key takeaways from this episode:

• Personal Purpose Fuels Engagement: Lauren connects each employee’s personal goals to the company’s mission to drive motivation and commitment.
• Incentives and Accountability: Quintessa uses individual and team-based incentives alongside clear performance metrics to boost results and reduce turnover.
• Strict Values Alignment: The company hires and fires based on core values (“PRAISE”), ensuring cultural fit and integrity.
• Agile, Direct Leadership: Lauren’s open, problem-solving approach keeps the organization flexible and fast-moving—even as it grows.
• Generosity as Core Strategy: Quintessa commits to giving away 50% of profits, inspiring employees and other companies (via the Gift50 pledge) to prioritize giving back.

Todays guest, Lauren Von Mingee, can be found online at:

Website: http://quintessamarketing.com/

LinkedIn: https://www.linkedin.com/in/lauren-von-mingee-10776a17/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Amanda Pike is the Chief Operating Officer at thinkPARALLAX, where she draws on over 15 years of experience aligning people, purpose, and sustainability to build thriving workplaces. With a background in environmental engineering, Amanda brings a unique systems-thinking approach to organizational strategy and operations treating companies as living systems that need balance, resilience, and connection. She is passionate about distributed leadership, scalable practices, and empowering teams to create people-positive, sustainable environments, all while fostering professional growth and personal wellbeing.

Below are the key takeaways from this episode:

• Organizations as Living Systems: Amanda applies her environmental engineering background to organizational strategy, seeing workplaces as interconnected systems needing balance and resilience.
• Preventative vs. Reactive Approaches: Amanda stresses the importance of proactive strategies—anticipating and solving problems before they escalate, both in sustainability and organizational practices.
• Empowering Distributed Leadership: She champions self-managed teams and distributed decision-making, which boost engagement and growth, especially in smaller organizations with limited vertical mobility.
• Finding the Right Balance: Success comes from blending structure with flexibility—providing clear roles and guardrails while encouraging autonomy and exploration.
• Creating New Paths for Growth: By fostering entrepreneurship and rotating leadership roles, Amanda shows that organizations can offer meaningful development opportunities beyond traditional hierarchies.

Todays guest, Amanda Pike, can be found online at:

Website: https://www.thinkparallax.com/

LinkedIn: https://www.linkedin.com/in/pikeamanda/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Cher Murphy is the Chief of Staff at Sydecar, where she’s renowned for building clarity, alignment, and high-performing teams in a hypergrowth environment. With a career spanning operations leadership, consulting, and multiple chief of staff roles, she specializes in translating company values into daily practices, designing frameworks for connection, and leading initiatives like integrating AI into workflows. Cher thrives in fast-paced settings, balancing strategic rigor with a human touch to ensure teams feel supported and achieve their best.

Below are the key takeaways from this episode:

• Operationalizing Values: Cher Murphy demonstrates how weaving company values into everyday practices—like recognition and performance reviews—creates real cultural impact.
• Leadership Alignment: Adapting organizational systems to leaders’ unique styles promotes clarity and alignment across fast-moving teams.
• Clarity Reduces Chaos: Creating visible frameworks and clear priorities helps teams stay focused and productive during periods of rapid growth.
• Promoting Psychological Safety: Encouraging open, respectful communication and cross-functional collaboration fosters high-performing, innovative teams.
• Continuous Learning: Cher’s curiosity and inclusivity help spark new ideas and strengthen team belonging throughout the organization.

Todays guest, Cher Murphy, can be found online at:

Website: https://chermurphy.com/

LinkedIn: https://www.linkedin.com/in/chermurphy4/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Matt Massucci is the founder of Hirewell - Global Talent Solutions, with over 24 years of experience helping tech and fintech companies build high-performing teams. Formerly a consultant at Arthur Andersen and Deloitte, Matt combines search expertise with a consultative, advisory approach to hiring, integrating AI technology and a focus on inclusive workforce development. Based in Chicago, he partners closely with founders and executives to design teams that drive growth and create positive work environments.

Below are the key takeaways from this episode:

• Talent Strategy Must Evolve: Building great teams isn’t just about hiring—it’s about adjusting your approach as your company grows and scales.
• Alignment Matters: Success comes from aligning organizational and individual goals, with team cohesion and connection as fundamental drivers.
• Data Builds Confidence: Using market data and real-time insights makes recruiting decisions more transparent and trustworthy for companies.
• Scaling Brings Challenges: Even experts face setbacks growing their own companies; learning from mistakes and staying adaptable are essential.
• AI Supports, Doesn’t Replace Humans: While AI enhances efficiency in recruiting, human judgment and relational skills remain irreplaceable in hiring.

Todays guest, Matt Massucci, can be found online at:

Website: https://hirewell.com/

LinkedIn: https://www.linkedin.com/in/mattmassucci/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Hannah Rosenfeld is an Executive Design Director at IDEO, renowned for her expertise in designing systems and interventions that organically shape organizational culture. With a background in design research and a passion for systems thinking, Hannah helps organizations foster meaningful behavioral shifts, favoring intentional design over top-down mandates. Her work challenges traditional notions of culture-building by focusing on creating the conditions for innovation, collaboration, and resilience to emerge and thrive. At IDEO, she leads multidisciplinary teams, leveraging real-world prototyping to drive lasting, transformative change within organizations.

Below are the key takeaways from this episode:

• Culture Can’t Be Dictated: Real culture is an emergent property formed by everyday behaviors and mindsets, not direct top-down control.
• Six Levers Guide Change: Hannah Rosenfeld highlights six organizational levers strategy, structure, infrastructure, process, incentives, and talent as key points for shaping culture.
• Alignment Drives Motivation: Connecting individual roles to the organization’s broader strategy and purpose boosts engagement and fulfillment.
• Incentives Must Match Goals: Lasting change requires incentive structures that truly support the behaviors and outcomes the organization values.
• Change is Gradual: Transforming culture is complex and takes time; successful change comes from prototyping, patience, and a willingness to experiment.

Todays guest, Hannah Rosenfeld, can be found online at:

Website: https://www.ideo.com/

LinkedIn: https://www.linkedin.com/in/hannah-rosenfeld-86805940/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Episode Title Options

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• Building Human-Centered Cultures in Fast-Growth Startups with Amy Campbell
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• Strengths-Based Leadership and the Science of Team Performance
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• Culture, Burnout, and Balance: Amy Campbell’s Guide for Modern Leaders
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• How Psychology Powers High-Performing Teams with Dr. Amy Campbell
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Show Notes

What happens when a mental health expert steps into the high-stakes world of tech startups? In this episode, Dr. Amy Campbell shares the unexpected lessons she learned building a thriving people-first culture from scratch—revealing how psychology isn’t just “nice to have,” but a true superpower for high-performing, resilient teams.

Dr. Amy Campbell is the Chief People Officer at Overhaul, where she draws on her unique background in mental health, education, and corporate leadership to build people-first cultures in the fast-paced tech world. With a PhD in counseling psychology, Amy began her career as a counselor, educator, and creator of mental health programs, before moving into tech where she helped Overhaul grow from a team of five to a global organization of nearly 700 employees. She is passionate about integrating evidence-based psychology and human-centered leadership to drive both well-being and business performance, championing environments where people feel supported, engaged, and empowered to thrive.

Below are the key takeaways from this episode:

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• Psychology is a business driver: Applying psychological principles and human-centered leadership leads to higher engagement, cohesion, and company success.
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• Self-awareness matters: Effective leadership starts with leaders prioritizing their own well-being and modeling healthy behaviors.
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• Strengths-based approaches work: Emphasizing team and individual strengths, as seen at Overhaul, boosts morale, engagement, and even profitability.
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• Openness to experimentation and vulnerability: Great leaders aren’t afraid to experiment, show vulnerability, and foster psychological safety for their teams.
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• Simple connections build culture: Small, fun activities like virtual water cooler moments create genuine team connection and help support a healthy, positive culture.
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Todays guest, Amy Campbell, can be found online at:

Website: https://over-haul.com/

LinkedIn: https://www.linkedin.com/in/amy-campbell-phd-962850116/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Annie Ripp is the founder of Let’s Feel Good, a lifestyle implementation coach, and an early-stage investor with Wildwood Ventures, where she supports purpose-driven founders as they grow companies from the ground up. With a rich background spanning private equity, venture capital, entrepreneurship, and wellness curation, Annie brings a unique, human-centered perspective to building careers and businesses that feel good to lead. Her work draws deeply from her own personal health journey and her passion for making preventative health accessible, empowering teams and individuals—especially women—to thrive by aligning intuition, well-being, and professional purpose.

Below are the key takeaways from this episode:

• Personal Wellness Drives Purpose: Annie Ripp’s own health challenges inspired her to create Let’s Feel Good, focusing on practical lifestyle changes that help others feel their best.
• Empathetic Leadership Matters: Honoring individual strengths and supporting team members’ unique needs leads to higher engagement, creativity, and performance.
• Female Empowerment Has a Ripple Effect: Support and encouragement from other women can boost confidence, promote risk-taking, and help women align with their true purpose.
• Positive Culture Equals Better Results: Respectful, psychologically safe team environments not only improve wellbeing, but also benefit business outcomes like retention and profitability.
• Alignment Fuels Wellbeing: True wellness and authenticity come when your actions, thoughts, feelings, and environment are in sync—with powerful effects at work and beyond.

Todays guest, Annie Ripp, can be found online at:

Website: https://letsfeelgood.substack.com/

LinkedIn: https://www.linkedin.com/in/annie-ripp-07308113b/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Courtney King is the Senior Vice President of People and Culture at BeatBox Beverages, where she built the people function from the ground up, helping the company grow from under 40 to over 270 employees during hypergrowth. Renowned for her human-centered and innovative approach, Courtney creates high-engagement cultures that drive business results without sacrificing authenticity. She is also a speaker and advisor, known for her insights on building connected, enduring workplace cultures where employees thrive.

Below are the key takeaways from this episode:

• Scaling Culture With Intention: Courtney King emphasizes the importance of building people-first systems that maintain a company’s soul and identity, even during rapid growth.
• Employee Experience Drives Success: BeatBox’s low turnover and high engagement scores illustrate how investing in employee well-being leads to improved business results.
• Making Fun a Metric: The company actively measures workplace fun and hosts events like cultural summits, reinforcing connection and making work enjoyable.
• Curiosity and Vulnerability Build Trust: Leaders who ask questions, listen, and show vulnerability foster psychological safety and strong team cohesion.
• Impact Over Optics: Courtney advises building practices based on real feedback and genuine care, rather than simply following trends or appearances.

Todays guest, Courtney King, can be found online at:

Website: https://beatboxbeverages.com/en-gb

LinkedIn: https://www.linkedin.com/in/courtneykingms/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Amy Bouque is the Chief People Officer at Kelly Services, where she champions a purpose-driven, human-centered approach to workplace culture. With over 30 years of HR experience spanning labor relations, transformation, and leadership development, Amy is known for fostering connection, belonging, and psychological safety within organizations. She is also an HR Venture Advisor with SemperVirens Venture Capital and is passionate about operationalizing practices that help both individuals and teams truly thrive.

Below are the key takeaways from this episode:

• Positive Policy Shifts: Amy Bouque emphasizes rewriting HR policies to assume positive intent and trust, moving away from rigid, rule-based systems.
• Vulnerability as Strength: Leaders can foster high-performing teams by practicing self-awareness and vulnerability—not by oversharing, but by modeling openness and curiosity.
• Making “Thriving People” Actionable: At Kelly Services, “thriving people” is a core business priority, turned into concrete goals and everyday leadership behaviors.
• Connection Fuels Team Cohesion: Rituals like starting meetings with personal check-ins help build trust, psychological safety, and strong team cohesion.
• Compassionate Leadership During Change: Amy advocates handling layoffs and tough transitions with humanity and transparency, ensuring ongoing support and “repair” for remaining team members.

Todays guest, Amy Bouque, can be found online at:

LinkedIn: https://www.linkedin.com/in/amybouque/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Eowynne Noble is the Chief People Officer at Fasken, one of Canada’s leading law firms, where she leads people strategy, DEI, and mentorship. With over 30 years of experience in employment law, HR leadership, and organizational development, Eowynne brings a people-centered perspective to high-performance environments. Having started her career in the nonprofit sector before moving into law and leadership, she is passionate about sustainable, collaborative workplaces and thoughtful adoption of AI within the legal industry.

Below are the key takeaways from this episode:

• Career Growth Is Nonlinear: Eowynne Noble’s path from nonprofit policy to law and then to Chief People Officer shows the value of both intention and being open to new opportunities.
• AI’s Dual Role in Law: AI can transform legal work by improving client service and reducing admin tasks, but it also raises important privacy and security concerns that demand careful oversight.
• Risk Aversion and Adoption: Lawyers tend to be cautious with new tech, so successful AI adoption requires building trust, setting clear guidelines, and focusing on real-world benefits.
• Personalized Change Management: Change initiatives work best when tailored to team or individual readiness, using targeted training and support rather than a one-size-fits-all approach.
• AI for Sustainable High Performance: When implemented thoughtfully, AI can free up time for more meaningful work, promote well-being, and support ongoing performance in high-pressure environments.

Todays guest, Eowynne Noble, can be found online at:

Bio: https://www.fasken.com/en/eowynne-noble#sort=%40fclientworksortdate75392 descending

LinkedIn: https://www.linkedin.com/in/eowynnenoble/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Eli Embleton is the Leadership Development Coach at Zachry Construction Corporation, where he champions trust, dialogue, and psychological safety across large, distributed teams. A dedicated mental health advocate and former safety trainer, Eli is the co-author of the forthcoming book The Instinct Beyond Instinct and is actively involved in a documentary project focused on suicide prevention in high-risk industries. His work centers on building deeper connections and supporting mental well-being in the workplace and beyond.

Below are the key takeaways from this episode:

• Connection is Essential: Building genuine connections at work isn’t just “nice to have”, it’s crucial for well-being and high team performance, especially in high-risk, high-stress industries.
• Time, Space, and Language Barriers Exist: Major obstacles to team cohesion include time pressure, physical distance across distributed sites, and language/cultural divides (like a largely Spanish-speaking workforce).
• Move Beyond Instinct: Eli’s framework encourages moving past basic survival instincts (fight, flight, etc.) to intentionally choose empathy, collaboration, and vulnerability for better outcomes.
• Vulnerability Strengthens Teams: Openness, especially among men and in male-dominated industries enables deeper connections, trust, and ultimately, stronger, more effective teams.
• Frequent, Simple Check-Ins Matter: Brief, regular “connects” (not just standard one-on-ones) significantly improve engagement and connection, sometimes all it takes is a sincere, two-minute check-in.

Todays guest, Eli Embleton, can be found online at:

Website: https://eliembleton.com/

LinkedIn: https://www.linkedin.com/in/eliembleton/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Kyle Forrest is a leader at Deloitte specializing in the future of HR, workforce strategy, and unlocking both human and business potential. Deeply passionate about reimagining the employee experience, Kyle champions a shift from tenure-based models to skills-based contributions and helps organizations rethink how people grow, work gets done, and teams align around what matters most. With expertise spanning organizational psychology, new role design, and practical solutions for today's evolving workplace, Kyle brings a thoughtful and forward-looking perspective to building better, more dynamic organizations.

Below are the key takeaways from this episode:

• Put Humans Back at the Center: High-performing teams prioritize the human experience as much as business outcomes, ensuring motivation, connection, and well-being aren't overlooked.
• AI Needs Empathy and Transparency: Integrating AI and automation at work requires open, empathetic communication to address anxiety and build trust with employees.
• Reduce Wasted Effort with Smart Tools: Organizations can reclaim up to 40% of employees’ time from non-value tasks by using technology strategically, freeing people up for more impactful work.
• Use Simple Frameworks for Impact: Measurable approaches like Deloitte’s four factors of trust make it easier for leaders to address and improve the people side of business.
• Tailor Change to Individuals: Effective transformation means understanding where people are on the change curve, offering the right support, and sharing success stories to help everyone adapt.

Today's guest, Kyle Forrest, can be found online at:

Website: https://www.deloitte.com/global/en/services/consulting/services/human-capital.html

LinkedIn: https://www.linkedin.com/in/kyleforrest/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Amira Barger is an award-winning Executive Vice President at Edelman, where she leads global DEI advisory and communication strategy, supporting renowned clients like CVS Health, Pfizer, and the CDC. With over 20 years of experience, Amira is also a respected professor at California State University, East Bay, teaching marketing, communication, and change management. A passionate advocate for honest, transformative workplace communication, she is the author of the forthcoming book "The Price of Nice," which challenges traditional notions of niceness in professional environments. Beyond her professional achievements, Amira is a dedicated mother, partner, and devoted dog mom, bringing curiosity, compassion, and real-world wisdom to every conversation.

Below are the key takeaways from this episode:

• Niceness Isn’t Always Positive: Excessive niceness at work can suppress honest conversations, stifle innovation, and punish those who challenge the norm.
• Embrace Strategic Nerve: Having the courage to engage in honest, sometimes difficult discussions leads to more authentic relationships and meaningful change.
• Conflict Avoidance Has Consequences: Skirting conflict for the sake of harmony often breeds resentment and dysfunction within teams.
• Self-Awareness Matters: Understanding how personal conditioning shapes workplace behavior is crucial for authentic communication and leadership.
• Direct Communication Drives Results: Open, direct communication isn’t just good for relationships—it’s a proven strategy for building high-performing, connected teams.

Todays guest, Amira Barger, can be found online at:

Website: https://amirabarger.com/

LinkedIn: https://www.linkedin.com/in/amirabarger/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

LaToya Lyn is a fractional Chief People Officer and human capital strategist with over fifteen years of experience supporting high-growth organizations across tech, healthcare, and education startups. With dual master's degrees in Industrial-Organizational Psychology and Organizational Behavior, plus advanced studies in AI at MIT and executive coaching at Harvard, LaToya is dedicated to helping mission-driven companies build inclusive cultures, develop strong leaders, and align people strategies with business goals. She teaches Future of Work at CUNY, exploring the intersections of psychology, technology, and leadership, and is known for her systems thinking approach that balances data-driven rigor with authentic human connection.

Below are the key takeaways from this episode:

• Redefining Motivation: The workplace is rapidly changing, and motivational strategies must evolve to address post-pandemic realities, generational expectations, and technological shifts.
• IO Psychology’s Growing Role: Leveraging industrial-organizational psychology helps leaders create evidence-based, human-centric cultures that align with business goals.
• Theory X vs. Theory Y: Many organizations say they value intrinsic motivation but operate with extrinsic, controlling methods. It’s important to align what’s said with what’s done to truly engage people.
• Tailoring to Employee Needs: Motivation varies across job levels and backgrounds, so leaders need to understand and address what matters most to different groups within the organization.
• Applying Evidence and Data: Leaders and HR should actively seek out and use psychological research and people data to inform decisions—making the science accessible and relevant for their teams.

Todays guest, LaToya Lyn, can be found online at:

LinkedIn: https://www.linkedin.com/in/latoyalyn/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Tushar Pandit is the Chief People Officer at SPINS, a leading provider of retail consumer insights, analytics, and consulting for the natural, organic, and specialty product industry. With over 25 years of experience spanning tech-enabled startups and multinational corporations, Tushar is known for his business-led, insights-driven approach to people strategy and sustainable growth. He brings a global perspective to human capital leadership, emphasizing the integration of technology, empathy, and organizational culture. A certified executive coach and MBA graduate of Ivey Business School, Tushar is passionate about helping organizations navigate change, embrace innovation, and create environments where people and businesses thrive.

Below are the key takeaways from this episode:

• Change is Emotional: People resist change due to fear and loss of control, so empathy and open conversation are essential.
• The Future is Now: Rapid advances in technology, especially AI, are already reshaping work—this isn’t a distant future.
• Meet People Where They Are: Transformation succeeds when leaders engage individuals at their own pace, rather than forcing change.
• Make It Relevant and Fun: Using practical, relatable examples—like avatar clinics—helps demystify technology and encourages adoption.
• Set Clear Boundaries: Support learning and innovation with clear guidelines around privacy and data, and foster collaboration across teams.

Todays guest, Tushar Pandit, can be found online at:

Website: https://www.spins.com/

LinkedIn: https://www.linkedin.com/in/tusharpandit/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jon Cooper is the cofounder and CEO of Overalls, a company redefining how employers support their teams by addressing life’s non-work challenges—from caregiving to financial stress and beyond. Bringing more than 15 years of experience building and scaling startups, Jon has a deep understanding of the evolving needs of high-growth teams and the importance of sustaining culture through rapid change. His work at Overalls focuses on tackling the root causes of stress and burnout, helping people avoid overwhelm by offering hands-on support for life’s daily distractors, major disruptions, and unexpected disasters. Jon’s unique approach is grounded in empathy and expertise, ensuring organizations can better support their people—both at work and in life.

Below are the key takeaways from this episode:

• Support Beyond Work: Overalls helps employees with real-life stressors, from daily hassles to major disruptions, showing that personal well-being directly impacts workplace performance.
• Maintaining Culture During Growth: As startups scale, it’s essential to balance the versatility of early teams with the specialization needed later, using strategies like co-creating mission and values to keep culture strong.
• Co-Creation Increases Buy-In: Involving employees at all levels in shaping vision and values leads to greater engagement, trust, and connection across teams.
• Tailored Help Trumps One-Size-Fits-All Benefits: Real-world problems are complex; offering flexible, personalized support fosters stronger loyalty and helps people bring their best selves to work.
• Focus on Intrinsic Motivation: The most effective leaders and organizations build cultures around autonomy, mastery, and purpose, rather than relying solely on rewards or mandates.

Todays guest, Jon Cooper, can be found online at:

Website: https://getoveralls.com/

LinkedIn: https://www.linkedin.com/in/jonathanacooper/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Joel Greengrass is the Global Chief People Officer at Yieldstreet, bringing decades of experience shaping organizational culture and building high-performing teams across leading growth brands, including BuzzFeed, FanDuel, and Equinox Fitness. A seasoned leadership advisor and IPEC-certified coach, Joel is passionate about fostering environments that prioritize feedback, growth, and development. His expertise lies in creating systems where open communication and coaching are central to personal and team success, making him a trusted partner for leaders seeking to drive positive change and alignment within their organizations.

Below are the key takeaways from this episode:

• Feedback is Essential: Regular, constructive, and positive feedback underpins high-performing, cohesive teams and should be normalized rather than feared.
• Behavior Change Takes Time: While skills can be taught quickly, shifting ingrained behaviors requires ongoing feedback and patience.
• Coaching Culture Drives Growth: Embedding coaching and 360 feedback in organizations empowers employees to find solutions and fosters deeper self-awareness.
• Leaders Set the Tone: Leaders must actively seek and model openness to feedback, building trust and psychological safety in their teams.
• Clarity and Timing Matter: The most effective feedback is timely, specific, and anchored in shared goals, making it easier for teams to grow and align.

Todays guest, Joel Greengrass, can be found online at:

Website: https://www.yieldstreet.com/

LinkedIn: https://www.linkedin.com/in/joelgreengrass/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Col W. Jason Watkins is the Commander at the 22d Air Task Force, Fairchild AFB, WA. In this role, he leads a scalable, deployable formation of up to 2,500 personnel consisting of a command element, air base support element and multiple mission generation force elements. This pathfinding effort will develop the Air Force's force presentation model and support the Secretary of the Air Force's objectives to provide a definable unit of action, establish a sustainable force generation posture, and improve future combat wing structure.

The Colonel originally enlisted into the Air Force in June 1995 in F-15E maintenance, and then completed his education through an enlisted commissioning program, graduating in 2001 from Embry Riddle Aeronautical University. He received his commission through Officer Training School in May 2002, then completed undergraduate navigator training in November 2003, and finally, the F-15E Basic Course as a Weapons Systems Officer in Nov 2004.

Throughout his career, Col Watkins has participated in eight contingency deployments in the INDOPACOM and CENTCOM AORs. Col Watkins is a master navigator and a master academic instructor, accumulating more than 2,100 flying hours and 2,000 contact hours of classroom instruction. He has led missions in Operations ENDURING FREEDOM and INHERENT RESOLVE.

Prior to this assignment, the Colonel was the Director for the Commander's Professional Development School, Ira C. Eaker Center, Maxwell AFB, AL where he oversaw execution of the Dept. of the Air Force's-mandated Wing, Deputy Wing, Group Commander, and Squadron Commander pre-command training for over 2300 students per year.

Below are the key takeaways from this episode:

• Human Connection Comes First: High-performing teams start with building genuine personal connections and trust among members before focusing on tasks.
• Healthy Friction Is Crucial: Conflict and friction, when navigated thoughtfully, actually strengthen trust and cohesion within teams.
• Effective Communication & Norms: Setting clear group norms and adapting communication styles are essential for maintaining cohesion, especially in diverse or fast-growing organizations.
• Leaders Must Stay Engaged: Strong leaders are actively tuned in to group dynamics, quickly acknowledging and addressing issues to maintain team health.
• Cognitive Agility Is Key: The ability to reflect, adapt, and shift perspectives—“cognitive agility”—helps leaders and teams thrive in complex, uncertain environments.

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Lauren Carey believes in keeping life simple and values the power of humility. Guided by the KISS principle (Keep It Simple, Stupid), Lauren focuses on self-awareness, always mindful of her strengths as well as areas for growth. She sees each new work environment as a unique opportunity to learn and evolve, carrying lessons from every experience into the future. For Lauren, every step in her career is about embracing change, staying grounded, and continuously growing.

Below are the key takeaways from this episode:

• Humility Drives Growth: Humility being self-aware and open to learning from others is essential for effective teamwork, especially in fast-paced, innovative environments.
• Agile Reflection Builds Success: Regular team check-ins and retrospectives help Lumafield continuously improve, stay aligned, and maintain accountability as they scale.
• Trust Through Transparency: Open communication about successes and failures fosters psychological safety and trust, enabling employees to take risks and grow.
• Culture Is Actively Built: Leadership at Lumafield intentionally shapes culture by embedding core values into daily practices and supporting employee-led connection activities.
• Adapt and Simplify as You Grow: As companies expand, values and recognition programs should evolve with employee needs—keeping solutions simple and relevant boosts engagement and retention.

Todays guest, Lauren Carey, can be found online at:

Website: https://www.lumafield.com/

LinkedIn: https://www.linkedin.com/in/lauren-carey/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Donna Daniels is the Chief People Officer and Diversity Officer at Ceres, where she expertly navigates the complexities of leadership, human behavior, and workplace culture. With a career dedicated to understanding team dynamics, Donna helps organizations address the challenges of change resistance and connection within teams. Known for her straightforward style, sharp sense of humor, and deep understanding of what can derail team dynamics, she is committed to fostering environments where diversity, equity, and inclusion are not just ideals but actionable realities. Donna's insights are instrumental in guiding businesses towards more cohesive and high-performing teams.

Below are the key takeaways from this episode:

• Change Resistance and Values: People often support progressive ideals like DEI but resist change when it affects them personally, revealing a gap between values and actions.
• Understanding Bias: Our brains' efficiency wiring can lead to biased judgments, highlighting the need to recognize and address inherent biases for more inclusive decisions.
• Leadership and Organizational Identity: Effective leadership involves clearly communicating and reinforcing organizational values to prevent stagnation and ensure alignment with company identity.
• Navigating External Challenges: Organizations must adapt to social, economic, and cultural changes, requiring leaders to be proactive, adaptable, and intentional in their strategies.
• Diversity's Role in Business Success: Embracing diversity and inclusion is essential not just morally, but also for improving business outcomes, innovation, and creating a culture of psychological safety and belonging.

Todays guest, Donna Daniels, can be found online at:

LinkedIn: https://www.linkedin.com/in/donnamdaniels/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Scott Leuchter is a global chief people officer at Ideal Clamp Products and a seasoned expert in industrial-organizational (IO) and business psychology. With over 26 years in the HR field, Scott is deeply committed to understanding human behavior at work and enhancing the employee experience. He has created a cutting-edge employee experience impact assessment that measures and quantifies the influence of employee experiences on key business outcomes like performance, productivity, retention, and advocacy. Scott’s work focuses on the science behind human behavior in the workplace, aiming to foster environments where individuals thrive both personally and professionally.

Below are the key takeaways from this episode:

• Assessment Innovation: Scott Leuchter's tool measures how employee experience affects key outcomes like performance and retention, directing focus on areas that drive success.
• Psychology in HR: Understanding workplace behavior through psychology can transform HR practices, ensuring that taking care of employees translates into business success.
• Reputation Matters: A company's reputation significantly impacts employee experience and contributes to outcomes like retention, emphasizing the importance of a strong brand.
• Influential Factors: Among 18 identified factors, work relationships and reputation are crucial in shaping employee experiences and improving workplace outcomes.
• HR Trends: The field is evolving with AI and flexible work setups gaining prominence, reflecting a shift towards leveraging technology and acknowledging external impacts on employees.

Todays guest, Scott Leuchter, can be found online at:

Website: https://www.thehackettgroup.com/

LinkedIn: https://www.linkedin.com/in/dr-scott-leuchter/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Marco Mingolla is a senior partner at Korn Ferry specializing in performance culture, talent management, and helping companies optimize the potential of their people. Based in Copenhagen, Marco oversees operations across 29 countries in the EMEA region, from South Africa to Finland. With a background in HR and as a former CHRO, Marco brings a wealth of experience in working with some of the world's largest and most complex organizations. He is passionate about creating psychologically safe, feedback-driven environments that enhance both individual and team performance, drawing insights from diverse fields, including arts and military. His focus on simplifying performance management processes to make them more human-centered aims to foster high engagement and operational efficiency in global companies.

Below are the key takeaways from this episode:

• Performance management should focus on enabling future performance through psychologically safe feedback cultures, rather than being primarily tied to pay differentiation.
• It's crucial to have a clear definition of what performance means within an organization to effectively enhance individual and team contributions.
• Performance ratings often reflect the biases of individual raters more than actual performance, so relying on them too heavily can lead to inaccurate assessments and decisions.
• Emphasizing human-to-human interactions and feedback within teams can drive better performance than over-reliance on systems and processes.
• Rethinking performance management involves letting go of control and fostering a cohesive, feedback-driven team environment where human dynamics are prioritized.

Todays guest, Marco Mingolla, can be found online at:

Website: https://www.kornferry.com/about-us/consultants/marcomingolla

LinkedIn: https://www.linkedin.com/in/marco-mingolla-5257011/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Alexandra Erman is a seasoned people officer with over 20 years of experience in startups and 15 years in the technology sector, focusing on SaaS and scaling companies. Currently, a leader at BforeAI, a virtual-first cybersecurity company, Alexandra is passionate about fostering team cohesion and connection within a global, distributed workforce. With a background in internal operations, where she managed people, finance, and administration, she chose to specialize in the people function, driven by the belief that it should be a core business strategy. Alexandra's approach emphasizes building strong team cultures, facilitating asynchronous communication, and creating psychological safety to empower diverse, cross-cultural teams. She is also actively involved in innovative management practices such as dual management and continuous performance management.

Below are the key takeaways from this episode:

• Alexandra Erman emphasizes building cohesion in global teams by aligning them behind a compelling mission, central to their work in cybersecurity.
• Structured group norms and clear expectations for asynchronous work create a safe environment, balancing stability with creativity.
• The innovative use of "user manuals" helps employees understand team dynamics, fostering relationship-building and trust.
• The dual management approach separates personal development and technical guidance, enhancing individual growth and psychological safety.
• Continuous performance management and active development of psychological safety facilitate open communication and trust in the organization.

Todays guest, Alexandra Erman, can be found online at:

LinkedIn: https://www.linkedin.com/in/alexandraerman/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jacqueline Fearer is a seasoned communication expert with over 20 years of experience in executive, internal, and client communications. Her diverse background spans teaching, journalism, and leadership roles, including positions at Fidelity Investments and currently at Iron Mountain as the Head of Culture and Engagement Communications. An advisor for women in leadership at UVM and a member of the Professional Speechwriters Association, Jackie has dedicated her career to mastering the art of storytelling and effective communication. She’s also pursuing a master's degree in national security intelligence analysis, underscoring her commitment to continued learning and impactful writing.

Below are the key takeaways from this episode:

• Career Transition and Growth: Jacqueline Fearer’s career journey transitioning from teaching to journalism to communications highlights the impact of seizing opportunities and the value of mentorship.
• Power of Effective Communication: She emphasizes the importance of clear, concise, and culturally aware communication in a global organization, using the example of avoiding idioms and jargon that could be misinterpreted.
• Asking the Right Questions: Both Dr. Bobbi Wegner and Jacqueline Fearer discuss how asking meaningful questions like "Why now?" or using open-ended questions can deepen understanding and foster better connections within teams and organizations.
• Creating a Culture of Fallibility: Encouraging an environment where failure is accepted as part of the innovation process ("fail fast, fall forward") can promote risk-taking and bring forth creative ideas.
• Personal Connections and Leadership: Sharing personal stories or interests, such as an executive’s passion for gardening, can humanize leaders and build stronger, more relatable connections with their teams.

Todays guest, Jacqueline Fearer, can be found online at:

Email: jfearer@gmail.com

LinkedIn: https://www.linkedin.com/in/jacqueline-fearer-1a1754a/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Rhia Newton, the Vice President of Learning and Development at RAPP, has amassed over two decades of experience in the global marketing industry. With professional undertakings spanning seven countries, Rhia excels in fostering collaboration, building effective training programs, and addressing the diverse needs of global teams. She is renowned for crafting development initiatives that align organizational goals with cultural nuances, and her expertise in facilitating cross-cultural communication is a testament to her profound understanding of team dynamics. Rhia's innovative approach has made significant impacts, making her a standout leader in the field of learning and development.

Below are the key takeaways from this episode:

• Understanding and Managing Bias: Dr. Bobbi Wegner and Rhia Newton discussed the importance of acknowledging and understanding biases in the workplace. They emphasized that biases are a natural part of human cognition but can be managed and utilized to foster better collaboration and productivity.
• Stages of Group Development: The conversation highlighted the significance of recognizing the stages of group development—forming, storming, norming, and performing. Addressing these stages and ensuring alignment can save time and improve team effectiveness.
• Cultural Dynamics and Trust: Cultural differences significantly impact workplace relationships and productivity. For instance, task-based vs. relationship-based trust varies among cultures, and understanding these differences can enhance team dynamics and collaboration.
• Importance of Clear Communication and Assumptions: Explicitly stating assumptions and expectations helps teams navigate cultural and operational differences more effectively. It’s essential to communicate openly about different working styles and expectations.
• Practical Tools and Frameworks: Rhia Newton mentioned several tools and frameworks, such as Erin Meyer’s "Culture Map" and the "Get to Know Me" template, which can help teams understand and bridge cultural differences. These resources serve as excellent starting points for improving cross-cultural collaboration.

Today's guest, Rhia Newton, can be found online at:

LinkedIn: https://www.linkedin.com/in/rhia-newton/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Lee Walker is a SHRM-certified HR professional with a master's degree in industrial-organizational psychology. As the founder of Daily Driver Consulting, Lee focuses on the people side of small business improvement, offering strategic HR tools aimed at fostering growth and retention. With extensive experience in helping companies navigate workforce expansion and optimizing team dynamics, Lee's expertise is invaluable for organizations looking to become better employers. Through his consulting work, Lee is committed to enhancing workplace environments by aligning business goals with employee satisfaction and motivation.

Below are the key takeaways from this episode:

• Employee Involvement: Lee Walker stresses incorporating employee feedback during workforce expansions to avoid frustration and staff loss.
• Work Preferences: Both hosts highlight the need for flexible remote and hybrid work options, critiquing full in-office policies.
• Generational Divide: The episode addresses friction between older and younger employees' work values, emphasizing the need for balance.
• Strategic HR: Walker advocates for using HR strategically in small businesses, focusing on interviews, training, and growth paths.
• Intrinsic Motivation: Fostering intrinsic motivation and caring for employees are crucial for enhancing engagement and organizational performance.

Today's guest, Lee Walker, can be found online at:

Website: https://dailydriverconsulting.biz/

LinkedIn: https://www.linkedin.com/in/lee-walker-ms-shrm-cp-66a3b8b0/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jeff Brittain is a seasoned professional known for his holistic approach to teamwork and mission accomplishment. With extensive experience in the corporate world, Jeff has successfully led immediate teams as well as collaborated with a wide array of partners. His expertise spans overseeing IT support functions involving 650 third-party personnel from various companies. Jeff excels in uniting diverse groups, whether within a startup or a large organization, to achieve a common goal. He fundamentally believes in the broadest definition of a team, encompassing all necessary contributors to drive success.

Below are the key takeaways from this episode:

• Communication Techniques: Jeff Brittain highlights the significance of analyzing meeting dynamics and focusing on verbal and non-verbal cues, advocating for a listening-first approach.
• Collaboration in Problem-Solving: Jeff shares an example of diverse departments overcoming blame through data analysis and collective action, emphasizing the power of collaborative solutions.
• Holistic Leadership: Jeff stresses the importance of treating everyone as unique contributors, respecting their priorities, and co-creating solutions for a cohesive team.
• Importance of Context: Both Jeff and Dr. Bobbi Wegner discuss how understanding context and questioning assumptions can resolve conflicts and enhance team alignment.
• Networking and Understanding: Jeff's network-oriented leadership approach, centered on understanding and helping, is highlighted as a way to improve team dynamics and alleviate social anxieties.

Todays guest, Jeff Brittain, can be found online at:

Website: HealthCare.Bayer.com

LinkedIn: https://www.linkedin.com/in/jeffbrittain/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Julia Milner is a dedicated professor of leadership at a business school in the south of France and an experienced consultant specializing in leadership development for organizations. Passionate about well-being and forming healthy habits, Julia juggles her professional life with being a mother of two. Recognizing the challenges busy professionals face in integrating exercise into their daily routines, she launched her own clothing brand, Tayamoon. Tayamoon offers practical, stylish workout clothes designed for those moments when you can fit in light physical activity, without the need for a complete wardrobe change. Julia's brand aims to make it easier for busy individuals to stay active and maintain healthy habits in their everyday lives.

Below are the key takeaways from this episode:

• Realistic Goal Setting and Self-Efficacy: Setting smaller, achievable goals helps build self-efficacy and integrates new behaviors into one's identity, whereas large, unrealistic goals can be detrimental if not achieved.
• Normalizing Quitting and Restarting: Julia Milner suggests normalizing the process of quitting and restarting habits. Slip-ups should be seen as part of the journey rather than reasons to abandon good habits entirely.
• Empowerment and Personal Responsibility: Empowering individuals to create their own habits based on intrinsic motivation leads to better personal outcomes, as opposed to relying solely on prescriptive advice from experts or "gurus."
• Mindset Shifts and Behavior Change: Changing mindsets through small, consistent efforts takes time and commitment. It can be likened to creating new paths on a sledding hill, requiring consistent reinforcement over a period of 3-4 weeks.
• Integration and Balance in Daily Life: Effective habit building involves integrating wellness and self-care naturally into daily routines through small changes, rather than pursuing overwhelming, drastic goals. This approach fosters sustainable improvements and better balance in personal and professional life.

Todays guest, Julia Milner, can be found online at:

YouTube: https://www.youtube.com/channel/UCqzje81sY0_e-iZcrJlkahg

LinkedIn: https://www.linkedin.com/in/drjuliamilner/

TED Talk: https://www.ted.com/talks/julia_milner_the_surprising_truth_in_how_to_be_a_great_leader?subtitle=en

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Kat McDavitt is the president and founding partner of Innsena, a consultancy specializing in market access, public affairs, communication strategy, and growth within the healthcare technology sector. Leading a fully remote team, Kat emphasizes scaling people over products and maintaining a relationship-based approach during rapid growth. She also co-hosts the "Health Tech Talk Show" and runs the Zorya Foundation, which provides cash grants to women in healthcare roles. Passionate about blending innovation with practical frameworks, Kat advocates for a balanced, individualized approach to business scaling and operational efficiency.

Below are the key takeaways from this episode:

• Balancing Growth and Culture: Kat McDavitt and Dr. Bobbi Wegner discuss the challenges of scaling a business while preserving its core relationship-based approach. Kat emphasizes scaling people over products and hiring slowly to maintain uniqueness.
• AI Use in Business: Innsena has strict policies against AI-generated client deliverables. They explore internal AI for efficiency, with Dr. Bobbi Wegner recommending secure platforms like Playground AI to ensure privacy.
• Flexibility and Communication: The importance of flexible work environments and clear communication is highlighted. Kat mentions using personalized "user manuals" to cater to individual communication preferences while meeting practical expectations.
• Sustainable Growth: Kat focuses on building a sustainable health tech company, prioritizing financial conservatism and long-term stability over immediate sales to maintain market presence during economic downturns.
• Thoughtful Hiring: The episode advocates for "hire slow, fire fast" practices to ensure team alignment with the company's work style, emphasizing clear communication of job expectations and fostering creativity through diverse talent.

Today's guest, Kat McDavitt, can be found online at:

Website: https://www.zoryafoundation.org/

Website: https://www.innsena.com/

LinkedIn: https://www.linkedin.com/in/katkovalchikmcdavitt/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Craig Forman is the founder of Culture C Consulting and a seasoned expert in organizational psychology and people analytics. With a background that traces his understanding of human behavior to frequent childhood relocations and a four-year stint in the Air Force, Craig has since obtained a degree in business and a master's in industrial-organizational psychology. His impressive career includes roles at Achievers, LinkedIn, and Culture Amp, where he specialized in enhancing workplace culture through data-driven insights. Today, Craig leverages his military and corporate experience to help organizations create actionable strategies that foster psychological resilience and high performance.

Below are the key takeaways from this episode:

• Integrating Military Insights into Workplaces: Craig Forman emphasizes using military principles of cohesion and structured hierarchy to enhance civilian team performance.
• Clearly Defined Goals: The necessity for teams to have clear goals and visions is highlighted to prevent conflict and foster collaboration and trust.
• Effective Meeting Framework: Craig shares a structured meeting framework, covering welcome, connection, work, action, and close, to enhance meeting effectiveness.
• Balancing Tech and Human Interaction: The episode stresses integrating human relational aspects with technology in the workplace to address human-centric challenges effectively.
• Adapting Post-COVID Workplaces: Emphasizing adaptability, they advocate using data to shape work policies and integrating AI while maintaining focus on human relationships.

Today's guest, Craig Forman, can be found online at:

Website: https://www.culturecraig.com/

LinkedIn: https://www.linkedin.com/in/culturecraig/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Dr. Dossier Harps is a distinguished expert in organizational behavior and leadership, holding a doctorate in organizational leadership. She serves as a regional leadership facilitation manager at LifeLabs Learning and is a faculty member in the MBA program at Savannah State University. Driven by personal experiences as a minority in work settings, Dr. Harps' leadership philosophy centers around creating safe, inclusive workspaces and championing diversity. She is passionate about leveraging pain and purpose to drive impactful leadership and has a keen focus on fostering psychological safety and encouraging diverse perspectives within organizations.

Below are the key takeaways from this episode:

• Leadership and Safe Spaces: Garcia discusses the importance of leadership philosophy as a guiding compass and the creation of intentional safe spaces in the workplace.
• Psychological Safety: Safe environments are crucial for fostering innovation and creativity, allowing for bold and divergent thinking.
• Ego and Self-Reflection: Effective leaders lower their egos, embrace not knowing everything, and highlight others’ intellect to build a respectful and safe culture.
• Purpose and Fulfillment: Purpose evolves over time and isn’t necessarily tied to one’s primary job; individuals can find fulfillment in various pursuits that energize them.
• Diversity and DEI: DEI is pivotal in creating a culture of psychological safety where diverse perspectives thrive, preventing groupthink and promoting open discourse.

Today's guest, Dr. Dossier Harps, can be found online at:

LinkedIn: https://www.linkedin.com/in/dossierharps/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Jen Fisher, the former Chief Wellbeing Officer at Deloitte, spent nearly three decades at the company creating and leading initiatives that prioritized human and social connection in the workplace. Fisher is renowned for her focus on integrating well-being and high performance, fostering psychological safety, and driving innovation. After experiencing burnout and receiving support from a mentor, she transitioned into a role as a Human Sustainability Leader, addressing systemic barriers to well-being. Recently, Jen has embarked on a new journey dedicated to well-being, human sustainability, public speaking, writing, and collaboration to improve the work environment.

Below are the key takeaways from this episode:

• Support Without Spending: Jen Fisher underscores the significance of asking employees how to support them in ways that don’t involve financial expenditure, focusing on actionable and controllable aspects within organizations.
• Transparency and Vulnerability: Both speakers stress the difficulty yet necessity of leaders modeling vulnerability and maintaining transparent communication about personal struggles and goals for improvement with their teams.
• Innovative Vacation Management: Jen Fisher describes a creative system her team developed to manage work during vacations, utilizing spreadsheets instead of emails to track tasks, which significantly improved communication and catch-up processes.
• Impact of Personal Narratives: Dr. Bobbi Wegner discusses how personal stories and experiences influence well-being and work-life balance, highlighting the empowerment that comes from creating a supportive team in a toxic environment.
• Human Connection and Well-Being: Jen Fisher highlights the critical role of human and social connection in the workplace for fostering psychological safety, innovation, and overall well-being, and calls for organizations to prioritize a culture of connection.

Today's guest, Jen Fisher, can be found online at:

Website: https://jenfisher.substack.com/

LinkedIn: https://www.linkedin.com/in/jen-fisher-cwbo/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

LinkedIn: https://www.linkedin.com/in/bobbiwegner/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Personal Website: https://www.drbobbiwegner.com/

Harvard Faculty Page: https://www.gse.harvard.edu/directory/faculty/bobbi-wegner

LinkedIn: https://www.linkedin.com/in/bobbiwegner/