Advertise on podcast: Beyond The Class: From Knowledge To Action

Some skills are worth revisiting, especially when they help us navigate the moments we'd rather avoid. In this episode, we continue the Replay & Retool series and help alumni revisit core concepts from our foundational class, Our Community Listens. We're revisiting a conversation with facilitator and Director of Learning Solutions & Program Optimization, Kat Edmondson, as we explore Effective Confrontation through the lens of The Three Moves, a skill that requires courage and helps us navigate frustration, disappointment, and relationship challenges with greater intention.   This episode explores how accepting the behavior, adjusting the circumstances, or asking for change can help us respond more clearly while preserving trust and connection.     New Tools — Beyond the Class Toolkit: Effective Confrontation (PDF)  This downloadable toolkit helps turn awareness into intentional action. Inside, you'll find:  An Effective Confrontation Self‑Reflection focused on applying the Three Moves  A Guided Team Conversation Outline — a simple 5–10‑minute structure for discussing Effective Confrontation as a team  Reflection prompts focused on accountability, communication, and relationship-building  Use the toolkit on your own or bring it to your team, as it is designed to fit wherever thoughtful communication matters.  CLICK HERE TO DOWNLOAD    CHAPTER MARKERS  1 – Replay & Retool: Series Introduction, New Effective Confrontation Toolkit, & Episode Setup   2 – The Train Story: Introducing The Three Moves – [02:14]  3 – Move One: Acceptance & the Danger of False Acceptance – [06:05]  4 – Move Two: Adjusting the Circumstances – [10:09]  5 – Move Three: Effective Confrontation & Why We Avoid It – [14:20]  6 – Reframing Confrontation as Conversation – [16:21]  7 – The Three Moves Recap & Introduction to the FBI Formula – [17:31]  8 – New Tools & Takeaways: The Effective Confrontation Toolkit – [19:43]    LEVEL UP OPPORTUNITY Think about a situation that has been bothering you recently.  This week, identify which of the Three Moves you're currently using:  Are you genuinely accepting the behavior?  Are you adjusting circumstances?  Or are you asking for a change?  If you feel stuck, consider trying a different move.    KEY TAKEAWAYS  When someone or something is bothering us, we always have three moves available  Lingering emotions, frustration, and passive aggression can be signs of false acceptance  Effective confrontation is not about conflict — it's about creating clarity, understanding, and healthier relationships    RELATED RESOURCES  Beyond the Class — Episode 101 - https://www.chapmancommunities.org/pod-101/  BTC‑TOOLKIT: Effective Confrontation (PDF) - https://reg.learningstream.com/reg/event_page.aspx?ek=0063-0031-558c7cd0fd5348e493548ef8264bfb86  BTC‑TOOLKIT: DISC (PDF) - https://reg.learningstream.com/reg/event_page.aspx?ek=0063-0031-33983d6a6fa8440587ca6d92d09185f4  BTC‑TOOLKIT: Nonverbals (PDF) - https://reg.learningstream.com/reg/event_page.aspx?ek=0063-0031-8bb86b2162014e2eb64e906b4ed6aeea  CFCC Lead App  We hope this episode helps you stay grounded, keep growing, and stay intentional as you navigate the moments that matter most.

Strong cultures don't happen by accident. "Lasting culture change happens when leadership teams develop a shared understanding of the culture that they want to create and take collective ownership for building it." -Dr. Misty Janks, Chapman Foundation CEO & Organizational Psychologist   The Stories Behind the Data | Capital Credit Union's Caring Workplace Journey  In Episode 015 of Beyond The Class, we explored survey data and measurable outcomes from Capital Credit Union's partnership in the Chapman Foundation's Caring Workplace Program. In this episode, we go beyond the numbers to hear directly from the leaders bringing that work to life every day.  Joined by Erin Wojkiewicz, Assistant Vice President of Talent Development & Financial Education, and Tammy Williams, Chief Experience Officer, we explore how the Caring Workplace strategies helped uplift existing programs, create a shared language for more than 500 team members, and support Capital Credit Union's vision of becoming a "Leading with Heart" Caring Workplace.  Erin and Tammy share how the Caring Workplace Program provided a framework to connect and uplift efforts already underway, from engagement surveys and onboarding to learning, recognition, and employee development. Most importantly, they share the stories behind the data and the human impact they've witnessed through stronger relationships, more courageous conversations, and a culture where people can thrive.    RELATED RESOURCES  Learn more about the Caring Workplace program - https://chapmancommunities.org/caring-workplace-program/ Explore Chapman Foundation classes - https://chapmancommunities.org/learn-to-connect/ Continue your journey by listening to the Replay & Retool episodes 010, 011, 013, and 014.   CHAPTER MARKERS  00:00 - Introduction and Episode Overview  04:00 - What "Leading with Heart" Means at Capital Credit Union  07:05 - The Culture Strategies Creating Impact  10:07 - Employee Voice, Feedback, and Leadership Roadshows  13:01 - Appreciation Practices and Meaningful Recognition  17:41 - Bringing Foundational Classes to More Than 500 Team Members  20:22 - Onboarding Culture and Living the Values  22:30 - Building a Culture of Learning  24:02 - Engagement Data and the Stories Behind the Numbers  27:54 - How the Chapman Foundation Partnership Supports Capital Credit Union  31:05 - The Way We Lead Impacts the Way People Live  34:59 - What's Next in the Caring Workplace Journey  36:14 - Closing Reflections     KEY TAKEAWAYS  Through the Caring Workplace program, culture grows and sustains when organizations intentionally connect existing programs to a shared vision and strategy.   Chapman Foundation classes can help create a common language that strengthens relationships at work, at home, and throughout the community.   The most powerful measure of culture isn't just the data. It's the stories, experiences, and lives impacted along the way.    LEVEL UP OPPORTUNITY As you listen, consider which of the six Caring Workplace culture strategies is most developed in your organization and which one presents the greatest opportunity for growth.  What intentional action could you take this week to strengthen trust, appreciation, accountability, meaningful work, intentional connection, or learning?

Psychological safety is one of the most talked-about concepts in leadership today. But what happens when growth, change, and pressure begin to test the trust organizations have worked so hard to build?  In this episode of Beyond the Class, Chapman Foundation Chief Program Officer Katie Trotter explores a common misconception: psychological safety is not a cultural perk or a leadership personality trait. It is a strategic capability that must be intentionally built, reinforced, and practiced over time. Throughout the conversation, Katie highlights how trust becomes sustainable when leadership behaviors, team norms, and organizational systems work together to create environments where people feel safe contributing, learning, challenging ideas, and growing.    Six Strategies That Help Trust Hold:  Shared Language Creates Predictability Trust Is Built Through Consistent Leader Behavior Clear Expectations Reduce Unnecessary Fear Feedback Normalized as a Skill Recognition Signals Belonging Systems Reinforce What Matters    LEVEL UP OPPORTUNITY  Before your next team meeting, ask:  "What is one thing we might be hesitant to talk about that would help us move forward?"  Then:  Listen without interrupting Thank the person for raising it Stay curious before becoming corrective  Small moments of curiosity and openness can send powerful signals that honest input is welcome and valued.    RELATED RESOURCES  BLOG: Trust That Holds - https://www.chapmancommunities.org/blog-trust-that-holds/  WEBSITE: Caring Workplace Program - https://chapmancommunities.org/caring-workplace-program/  AUDIOCAST: 006-Rebuilding Trust When You've Messed Up - https://www.chapmancommunities.org/btc-006/    CHAPTER MARKERS  1 - 00:00 – Why Psychological Safety Matters More Than Ever  2 - 01:56 – Psychological Safety Is a Strategic Capability  3 - 03:43 – Strategy #1: Shared Language Creates Predictability  4 - 06:06 – Strategy #2: Trust Is Built Through Consistent Leader Behavior  5 - 07:08 – Strategy #3: Clear Expectations Reduce Unnecessary Fear  6 - 08:17 – Strategy #4: Feedback Normalized as a Skill  7 - 09:48 – Strategy #5: Recognition Signals Belonging  8 - 13:09 – Strategy #6: Systems Reinforce What Matters  9 - 14:06 – What Psychological Safety Looks Like in Practice & Misconceptions  10 - 17:15 – Level Up Opportunity: Asking the Question No One Wants to Ask    KEY TAKEAWAYS  Psychological safety is built through consistent practices, not programs. Trust grows through consistency, not charisma. Clear expectations reduce uncertainty and improve performance. Feedback and recognition help people feel valued and supported. Systems reinforce the behaviors and values that shape culture. Psychological safety supports honest conversations, learning, and growth.

What if what looks like a performance problem is actually a relationship problem?  In this episode of Beyond the Class, Heather McDermott, Senior Director of Learning Innovation at the Chapman Foundation, explores a growing challenge facing organizations today: declining trust, rising stress, and disengaged employees. While many leaders focus on improving results through policies, processes, or accountability measures, Heather argues that performance is often shaped by something deeper - the environment leaders create every day.  Drawing on her experience in organizational culture design and leadership development, Heather reframes performance as an outcome of human experience.   Rather than focusing on large-scale initiatives, Heather highlights three everyday leadership behaviors and provides examples that impact culture and results.  Three Human-Centered Leadership Behaviors That Improve Performance:  Listen with presence and curiosity  Model thoughtful vulnerability  Recognize contributions intentionally    Throughout the conversation, Heather emphasizes that human-centered leadership is a deliberate choice leaders make through daily actions and interactions. These small moments accumulate over time, shaping workplace culture, employee engagement, and organizational performance.    LEVEL UP OPPORTUNITY  Choose one of the three leadership behaviors and focus on it intentionally this week.  At the end of each day, ask yourself:  Did I truly listen?  Did I create space for openness?  Did I meaningfully recognize someone's contribution?  Small, consistent changes can significantly strengthen trust, psychological safety, and performance over time.    RELATED RESOURCES    BLOG: The Leadership Conditions That Shape Performance - https://chapmancommunities.org/the-leadership-conditions-that-shape-performance/  WEBSITE: Caring Workplace program – https://chapmancommunities.org/caring-workplace-program/  AUDIOCAST: 006-Rebuilding Trust: How To Be a Good Leader Even When You Mess Up – https://www.chapmancommunities.org/btc-006/   CHAPTER MARKERS  1 - 00:00 – The Leadership Challenge: Stress, trust, and disengagement  2 - 02:24 – Performance or Environment? Reframing the real problem  3 - 05:22 – Why Organizations Overlook Human-Centered Leadership  4 - 07:41 – Behavior #1: Listening with Presence and Intention  5 - 13:10 – Behavior #2: Modeling Vulnerability Without Oversharing  6 - 16:49 – A Personal Leadership Lesson on Authenticity  7 - 20:31 – Behavior #3: Recognizing Contributions Meaningfully  8 - 24:41 – Small Choices, Big Impact: Culture by Design  9 - 27:05 – Level Up Opportunity: Choose One Leadership Behavior    KEY TAKEAWAYS  Performance challenges are often symptoms of environmental and relational issues rather than talent or effort problems.  Human-centered leadership is a strategic advantage that accelerates engagement, trust, and results.  Listening, vulnerability, and recognition help people feel heard, valued, and motivated to perform at their best.  Culture is shaped by the daily choices leaders make in ordinary moments.  When people feel respected, understood, and trusted, stronger performance naturally follows.

Every organization has a culture. The real question is whether it's happening by design or by default. Culture is something organizations can build, but the question for many leaders is: how? In this episode of Beyond the Class, Misty Janks, Organizational Psychologist and CEO, breaks down the Chapman Foundation's Caring Workplace program—what it is, why it exists, and how it helps organizations intentionally build culture that supports both people and performance.   Throughout the conversation, Misty walks through the core philosophy behind the program: that culture is not defined by mission statements or values alone, but by the daily experiences leaders create for their people. She explains how the Caring Workplace program was designed to move organizations beyond developing individual leaders and instead toward building a shared, human-centered culture.   This episode then breaks down how the Caring Workplace program's three-part approach is implemented and explains that the foundation is expanding its reach across industries such as healthcare, government, educational institutions, and nonprofits. And lastly, Misty discusses a case study of the Caring Workplace partnership with Capital Credit Union in Wisconsin, demonstrating the program's growth and impact on their culture metrics.   LEARN MORE Caring Workplace webpage – https://chapmancommunities.org/caring-workplace-program/ Caring Workplace PDF – https://chapmancommunities.org/wp-content/uploads/2026/06/Caring-Workplace-One-Pager.pdf Foundational Classes - https://chapmancommunities.org/learn-to-connect/   CONTACT US ABOUT THE CARING WORKPLACE PROGRAM Caring Workplace contact form –  https://reg.learningstream.com/s_reg/reg_registration_maintenance.aspx?ek=0063-0031-066235de88684833844fa36adcb4f1ab   CHAPTER MARKERS 1 - 00:00 – Culture as Strategy: Care, performance, and why it matters 2 - 02:12 – Human-Centered Culture: Definition, impact, and why it matters 3 - 05:13 – Culture and Performance: Data, risk, and real-world impact 4 - 11:12 – Empowering People: Building skills and shared language 5 - 12:48 – Equipping Leaders: Aligning teams to intentionally shape culture 6 - 15:06 – Measuring What Matters: Tracking progress and building a roadmap 7 - 19:56 – Culture Strategies: The infrastructure that makes culture real 8 - 24:44 – Case Study: Capital Credit Union in action + measurable results 9 - 30:55 – Final Reflection: Culture as a daily leadership choice   KEY TAKEAWAYS Culture is not separate from performance—it is the environment where performance happens. Strong cultures are built through consistent leadership behaviors, not intention alone. Human-centered cultures balance care for people with accountability and results. Culture identity defines the destination—culture strategies provide the road system. When people thrive, organizations perform—and the impact extends beyond the workplace.

Meaning isn't built with slogans. It's created through daily experiences, and it can fuel results.   In this episode of Beyond the Class, Misty Janks, Organizational Psychologist and CEO of the Chapman Foundation for Caring Communities, challenges a common misconception: that meaning lives in mission statements or motivational language. Instead, she reframes meaning as something employees either experience—or don't—through everyday interactions, conversations, and leadership behaviors.  Misty positions meaning not as an abstract concept, but as a practical leadership responsibility. Research shows that employees who have a deeper sense of meaning at work and connect to something larger than themselves, persist through challenges, grow in their field, and are more likely to stay with the organization.  From there, she introduces a practical set of behaviors leaders can use immediately.    Six Practices for Strengthening Meaning at Work  Keep the human impact front and center.  Name how each role connects to the larger mission.  Create intentional space for reflection in one-on-one conversations.  Recognize behaviors that align with values.  Use purpose as a decision-making lens.  Build moments of pause to reconnect to why the work matters.  These practices continue to drive home the point that meaning isn't created through major initiatives but is built through small, repeated actions that reconnect people to purpose.    LEVEL UP OPPORTUNITY  First, answer one simple question before your next meeting: Why does this work matter today? Then say it out loud to your team.    RELATED RESOURCES  Continue building this capability through the resources below:  Our Community Listens – https://www.chapmancommunities.org/learn-to-connect/  Our Community Serves – https://www.chapmancommunities.org/learn-to-connect/  Caring Workplaces – https://www.chapmancommunities.org/partner/  Beyond The Class – Dissecting Top Secret FBI Statements - https://www.chapmancommunities.org/pod-103/  Roundtable - Clear is Kind: Mastering the Art of Clear and Transparent Communication -  https://reg.learningstream.com/reg/event_page.aspx?ek=0063-0031-ef2e1f239ab940f68ec215e34139664f  Roundtable - Three Moves to Tackle Annoyance: Turning Frustration into Action – https://reg.learningstream.com/reg/event_page.aspx?ek=0063-0031-67671968a42d4da28e49205952999ee9    CHAPTER MARKERS 1 - 00:00 – Why Meaning Matters: Stats + framing the importance 2 - 02:39 – Meaning as a Lived Experience: Not a slogan, a daily reality 3 - 03:06 – When Work Becomes Transactional: Performance without connection 4 - 04:43 – Making Meaning Visible: Linking work to impact + results 5 - 06:22 – The Power of Values: Personal and leadership alignment 6 - 08:39 – The Ripple Effect Beyond Work: Impact on life and relationships 7 - 12:33 – Six Practices to Build Meaning: Practical leadership actions 8 - 18:56 – Key Takeaways + One Simple Action: "Why does this work matter today?" KEY TAKEAWAYS  Meaning is not only in a message—it is a felt, daily experience. Transactional environments weaken connection, even in high-performing teams.  Leaders make meaning visible through repeated behaviors and conversations.  Personal values act as a compass for motivation, resilience, and alignment.  Meaning strengthens engagement, retention, and organizational performance.  The impact of meaningful work extends beyond the workplace into life and relationships.

Some skills are worth revisiting, especially when connection depends on more than words alone. In this episode, we continue the Replay & Retool series, helping alumni revisit core concepts and gain practical tools. We're revisiting the second part of a conversation with facilitator Leanne Van Beek, where we move beyond digital communication and into moments where we are already face‑to‑face. This episode focuses on how nonverbal communication can either strengthen or unintentionally disrupt a connection, depending on how we use it. When we're physically present with others, nonverbals often speak more loudly than we realize. This episode explores how amplifying or restraining nonverbal cues, based on the moment and the person in front of us, can build clarity, safety, and trust.   New Tools — Beyond the Class Toolkit: Nonverbals (PDF) This newly released, downloadable toolkit is designed to help turn awareness into intentional action. Inside, you'll find:  A Nonverbal Self‑Reflection to examine how closely your nonverbals align with your words.  A refresher on the four elements of nonverbal communication.  A Guided Team Conversation Outline - A simple 5–10-minute structure with conversation prompts focused on mood, presence, and being truly tuned in.   Use the toolkit on your own, bring it to your team, or integrate it into regular check‑ins. It's designed to fit wherever thoughtful communication matters.  *CLICK HERE TO DOWNLOAD*    CHAPTER MARKERS 1 – Replay & Retool: Introduction, Nonverbals Toolkit Reminder, & Episode Setup – [00:09] 2 – Amplifying vs. Restraining Nonverbals – [01:45] 3 – When Nonverbals Are Misinterpreted: Posture, Presence, & Context – [06:10] 5 – Restraining Nonverbals – [07:55] 6 – Personal Examples: Home, Work, & Emotional Saturation – [10:21] 7 – Style‑Flexing Explained – [11:59] 8 – New Tools & Takeaways: Dial It Up or Dial It Back, Wring Out the Sponge, & the Nonverbals Toolkit – [14:01] LEVEL UP OPPORTUNITY This week, experiment with some small shifts: Dial your nonverbals up to show care and engagement, or Dial them back to create safety and space. Before important interactions, notice whether you need to wring out the sponge first to make space for real connections. KEY TAKEAWAYS Nonverbal communication shapes how messages are received — especially face‑to‑face Being intentional about when to amplify or restrain nonverbals builds trust Style‑flexing works best when we're regulated, aware, and purposeful    RELATED RESOURCES  Beyond The Class — Episode 100 (Original Replay)  BTC‑TOOLKIT: Nonverbals Self‑Reflection + Team Discussion Guide (PDF)  CFCC Lead App — Learning Tools & Quick References    We hope this episode helps you stay grounded, stay growing, and stay intentional — even in fast‑moving, digital moments.

Some skills are worth revisiting, especially when the way we communicate keeps changing. In this episode, we continue the Replay & Retool series, helping alumni revisit core concepts and gain practical tools. We're revisiting a conversation with facilitator, Leanne Van Beek, in which we explore how nonverbal communication shows up — and often breaks down — in fast‑moving, technology‑heavy environments. As digital communication accelerates, tone and intent are easier to miss. This episode examines how channel choice, timing, and nonverbal cues directly impact clarity, trust, and connection.  New Tools — Beyond the Class Toolkit: Nonverbals (PDF) This newly released, downloadable toolkit is designed to help turn awareness into intentional action. Inside, you'll find:  A Nonverbal Self‑Reflection to examine how closely your nonverbals align with your words.  A refresher on the four elements of nonverbal communication.  A Guided Team Conversation Outline - A simple 5–10-minute structure with conversation prompts focused on mood, presence, and being truly tuned in.   Use the toolkit on your own, bring it to your team, or integrate it into regular check‑ins. It's designed to fit wherever thoughtful communication matters.  *CLICK HERE TO DOWNLOAD*    CHAPTER MARKERS  1 – Replay & Retool: Series Introduction, New Nonverbals Toolkit, & Episode Setup 2 – Why Nonverbals Matter in a Digital World – [02:40] 3 – The Moravian Model Refresher – [05:40] 4 – When Emotion Is High: Choosing the Right Channel to Prevent Escalation – [07:45] 5 – Real‑Life Misinterpretation – [09:13] 6 – Balancing Efficiency & Care – [11:43] 7 – New Tools & Takeaways: Match the Channel to the Emotional Weight, Lead with Clarity & Anchor with Connection, & the Nonverbals Toolkit – [14:45]    LEVEL UP OPPORTUNITY  Think about a recent message you sent — or almost sent — digitally. This week, pause long enough to consider:  whether the channel matched the emotional weight of the message, and  how quickly you anchored clarity with connection.  Notice how small, intentional shifts impact understanding and trust.    KEY TAKEAWAYS  Nonverbal communication doesn't disappear in digital spaces — it becomes easier to misinterpret  Channel choice and timing are part of the message  Intentional clarity and connection prevent unnecessary repair    RELATED RESOURCES  Beyond The Class — Episode 099 (Original Replay)  BTC‑TOOLKIT: Nonverbals Self‑Reflection + Team Discussion Guide (PDF)  CFCC Lead App — Learning Tools & Quick References    We hope this episode helps you stay grounded, stay growing, and stay intentional — even in fast‑moving, digital moments.

Emotional intelligence isn't a soft skill. It's core infrastructure. In this episode of Beyond the Class, Katie Trotter, Chief Program Officer at the Chapman Foundation for Caring Communities, challenges a common assumption: that emotional intelligence is an individual trait rather than an organization's shared responsibility. As the conversation unfolds, Katie reframes emotional intelligence as an operating system—one that shapes how teams make decisions, move through pressure, repair missteps, and sustain trust over time. With global data pointing to an ongoing "emotional recession" and a decline in emotional capacity in workplaces, the stakes of reversing these trends couldn't be higher. Katie breaks down why emotional intelligence must move beyond individual training and into the backbone of organizations. She introduces three places with detailed examples of where emotionally intelligent operating systems show up most clearly: Shared language — giving teams the words to name what's happening without blame or defensiveness. Shared rituals — creating predictable, practiced ways to move through tension and disagreement. Shared systems — embedding emotional intelligence into hiring, onboarding, feedback, and performance expectations. From there, she explains that if we are using emotional intelligence as a system, then just like any system, it can be upgraded. Introducing the Five Upgrades for an Emotionally Intelligent Culture — practical actions leaders can start using this week without overhauling everything at once. Name the emotional context before big decisions. Pause and regulate before responding under pressure. Build repair into accountability conversations. Separate impact from intent—every time. Reflect together, not just individually. This episode offers leaders a clear path forward: emotional intelligence in action isn't about perfect behavior—it's about repeatable behavior, practiced together, and reinforced by the systems around us.   LEVEL UP OPPORTUNITY First, name the emotional context. Ask yourself—or others—What's coming up? What's your gut reaction? Where are you at with this? Normalize bringing emotions into the conversation. Then, pause for regulation before responding. When emotions run high, slow down, notice it, and choose an intentional response instead of reacting.   RELATED RESOURCES Emotional intelligence as a system is a cornerstone of our Caring Workplaces program and our foundational class, Our Community Serves. Learn more at the link below: Our Community Serves – Learn More Caring Workplaces - Learn More Beyond The Class – Mastering Emotional Catalysts - Listen Now Beyond The Class – Rebuilding Trust When You've Messed Up - Listen Now Virtual Roundtable – Mastering Nonverbals – April 16 - Register Today Virtual Roundtable – Decoding Emotions – May 13 - Register Today Blog – The New Leadership Differentiator: Emotional Intelligence as an Operating System - Read Now   KEY TAKEAWAYS Emotional intelligence is core infrastructure—not a "nice to have." Most leadership failures stem from ignored emotional load, not bad strategy. EI works best as a shared operating system, not just an individual skill. Shared language, rituals, and systems make emotionally intelligent behavior repeatable. Small, intentional upgrades can dramatically improve how teams function.

Some skills are worth revisiting. Some tools become more powerful each time you return to them.  In this episode of Beyond the Class, we continue our new Replay & Retool series — created to help Chapman Foundation alumni reconnect with foundational concepts and walk away with fresh, immediately actionable tools.  We're revisiting a conversation with Chief Program Officer Katie Trotter about two foundational DISC tendencies: S and C. These behavior styles shape how people communicate, and they remain one of the most-requested refreshers from alumni.  New Tools - Beyond The Class Toolkit: DISC (PDF)  This new downloadable tool is built to help you turn insight into action. Inside, you'll find:  The Platinum Rule Refresher – A look at how you can shift the way you treat others.  A Guided Team Conversation Outline - A simple 5–10-minute structure you can use in any meeting.  Reflection prompts and style‑flex insights that support personal growth and stronger relationship building.  Use it on your own, bring it to your team, or integrate it into regular check-ins. It's designed to fit wherever thoughtful communication is needed.  *CLICK HERE TO DOWNLOAD* CHAPTER MARKERS 1 - Replay & Retool: Series Introduction, New DISC Toolkit, & Episode Setup 2 - Why Focus on S and C? Blends, Pure Types & Setup – [02:32]   3 - Deep Dive on S: Purpose, People, Change & Overextensions – [03:37]   4 - Deep Dive on C: Perfection, Detail, Analysis Paralysis & Reality Check – [18:25]   5 - Recap: Core Needs & Fears of S and C – [29:12]   6 - New Tools & Takeaways: Reduce The Risk Framework, The Evidence First Script, & DISC Toolkit – [29:45] LEVEL UP OPPORTUNITY  Choose one person in your life with a strong S or C tendency. This week, try one of the new tips mentioned in the closing of the episode — use the Reduce The Risk Framework, The Evidence First Script, or a smaller moment of intentional style‑flexing. Pay attention to how the interaction shifts and build towards stronger, real connections.    KEY TAKEAWAYS  Style‑flexing isn't about changing who you are — it's about meeting others where they are.  Small, intentional shifts can lead to stronger, more meaningful interactions.    RELATED RESOURCES  Beyond the Class — 088 (Original Episode Replay)  BTC-TOOLKIT: DISC Self‑Reflection + Team Discussion Guide (Downloadable PDF)  CFCC Leads App — Learning Tools: Conversation Starters (Mobile Link Only)   We hope this episode helps you stay grounded, stay growing, and stay intentional.

Some skills are worth revisiting. Some tools become more powerful each time you return to them.  In this episode of Beyond the Class, we introduce our new Replay & Retool series — created to help Chapman Foundation alumni reconnect with foundational concepts and walk away with fresh, immediately actionable tools.  We're revisiting a conversation with Chief Program Officer Katie Trotter about two foundational DISC tendencies: D and I. These behavior styles shape how people communicate, and they remain one of the most-requested refreshers from alumni.  New Tools - Beyond The Class Toolkit: DISC (PDF)  This new downloadable tool is built to help you turn insight into action. Inside, you'll find:  The Platinum Rule Refresher – A look at how you can shift the way you treat others.  A Guided Team Conversation Outline - A simple 5–10-minute structure you can use in any meeting.  Reflection prompts and style‑flex insights that support personal growth and stronger relationship building.  Use it on your own, bring it to your team, or integrate it into regular check-ins. It's designed to fit wherever thoughtful communication is needed.  *CLICK HERE TO DOWNLOAD* CHAPTER MARKERS 1 - Replay & Retool: Series Introduction & Why DISC Matters  2 - DISC Origins & Why We Use Extended DISC – [02:26]   3 - Deep Dive on D: Strengths, Overextensions & Communication Tips – [06:06]   4 - Deep Dive on I: Strengths, Overextensions & Communication Tips – [18:35]   5 - Recap: Core Needs & Fears of D and I – [29:04]   6 - New Tools & Takeaways: BLUF, Conversation Starters & DISC Toolkit – [29:38]   LEVEL UP OPPORTUNITY  Choose one person in your life with a strong D or I tendency. This week, try one of the new tips mentioned in the closing of the episode — a BLUF statement, a conversation starter, or a moment of intentional style‑flex. Pay attention to how the interaction shifts and build towards stronger, real connections.    KEY TAKEAWAYS  Style‑flexing isn't about changing who you are — it's about meeting others where they are.  Small, intentional shifts can lead to stronger, more meaningful interactions.    RELATED RESOURCES  Beyond the Class — 084 (Original Episode Replay)  BTC-TOOLKIT: DISC Self‑Reflection + Team Discussion Guide (Downloadable PDF)  CFCC Leads App — Learning Tools: Conversation Starters (Mobile Link Only)   We hope this episode helps you stay grounded, stay growing, and stay intentional.

Culture isn't a department. It's a daily practice. In this episode of Beyond the Class, Misty Janks, CEO of the Chapman Foundation, returns to tackle a common misconception: that organizational culture belongs only to HR or leadership. Misty reminds us that culture is a lived experience shaped by every interaction—every email, meeting, and hallway conversation. She shares five actionable steps that anyone can take to make culture everyone's responsibility: Lead by example—model trust, respect, and accountability. Foster meaningful connections—because culture thrives on relationships, not just processes. Communicate with transparency and trust—and learn the four elements that make trust stick. Take ownership of problems and solutions—move from commentary to contribution. Recognize and reinforce positive behaviors—because people repeat what is appreciated. From connection questions to stay interviews, Misty shows how intentional actions—big and small—create a workplace where trust grows, and people feel they matter. LEVEL UP OPPORTUNITY: Pick one of these five steps and put it into action this week. Write it on a sticky note, set a reminder, and make it happen. Ownership starts with you. Creating a culture of accountability and trust is a cornerstone of our Caring Workplaces program and our foundational class, Our Community Transforms. Visit the link below to learn more. Note: You must be an alumnus of Our Community Listens to register for Our Community Transforms. RELATED RESOURCES: Beyond The Class - 006-Rebuilding Trust When You've Messed Up Beyond The Class - 005-How To Build An Ownership Mindset Our Community Transforms - Learn More BLOG: Organizational Culture: Everyone's Responsibility KEY TAKEAWAYS: Everyday actions, not just policies, shape culture. Everyone—not just HR or leadership—owns culture. Five steps: Lead by example, build connections, communicate with trust, take ownership, and recognize positive behaviors. Trust grows through competence, caring, commitment, and consistency. Appreciation drives repetition—recognize what's working. Small actions compound into cultural norms.

Culture doesn't change by memo; it changes in singular moments.  In this episode of Beyond the Class, Misty Janks, CEO of the Chapman Foundation, joins us to demystify the concept of culture change. Drawing from behavioral psychology and real-world examples, Misty shares how meaningful transformation begins not with sweeping initiatives, but with intentional, everyday actions. She outlines three actionable steps that anyone can take to shape a healthier, values-driven workplace: Define and operationalize your values Provide feedback that shapes behavior Recognize and celebrate what's working From basketball free-throw contests to thumbnail reviews, Misty shows how even small interactions can reinforce culture. She reminds us that "people repeat what is appreciated" and that celebrating progress—not just perfection—is key to lasting change. LEVEL UP OPPORTUNITY: Choose one interaction this week and use it to model, reinforce, or recognize the culture you want to see. Creating a plan for your organization's culture is a key component of our third foundational class, Our Community Transforms, within our model for Caring Leadership and our Caring Workplaces program. Visit the link below to learn more. Note: You must be an alumnus of Our Community Listens to register for Our Community Transforms. RELATED RESOURCES: Caring Workplaces program BTC-007-How to Build a Coaching Culture Through Everyday Conversations Listen First Podcast-103–Dissecting Top Secret F.B.I. Statements Learn about Our Community Transforms BLOG Culture Change Feels Overwhelming—Here's Why It's Worth It and How to Start Today KEY TAKEAWAYS Culture change is about people, not policies. You don't need a perfect plan—just start with intention. Step 1: Make values visible and actionable. Step 2: Use feedback to reinforce and coach behavior. Step 3: Celebrate progress to fuel positive change. Appreciation drives repetition—recognize what's working. Anyone can lead culture change, regardless of title. One intentional moment can spark transformation.

Culture doesn't shift through policy—it transforms through presence. In this episode, Katie Trotter, Chief Program Officer at the Chapman Foundation, explores how a coaching-centered culture is built not through programs, but through everyday conversations. Katie shares that coaching culture starts with intention, not titles. It's about how we show up: listening with curiosity, asking thoughtful questions, and supporting ownership. She goes on to unpack how leaders and teammates can foster growth through small, meaningful interactions. Katie wraps up with six practical tips to help you start building a coaching culture today: Listen with curiosity  Use powerful questions wisely  Support ownership  Set clear goals  Make it safe to grow  Take one step at a time  Whether you're leading a team or supporting a colleague, this episode offers actionable insights to help you grow others with care and clarity. SKILL SNIPPET - FIVE REFLECTIVE LISTENING SKILLS: https://www.buzzsprout.com/2462065/episodes/16817640 005-HOW TO BUILD AN OWNERSHIP MINDSET - https://www.chapmancommunities.org/btc-005/ CONNECT WITH US: https://www.chapmancommunities.org/speaking-and-public-engagement/ BLOG: https://www.chapmancommunities.org/coaching-culture/ Coaching culture is a key component of our third foundational class, Our Community Transforms, within our model for Caring Leadership and our Caring Workplaces program. To learn more, visit https://www.chapmancommunities.org/partnerships/. Note: You must be an alumnus of Our Community Listens to register for Our Community Transforms.

Leadership doesn't require perfection. It demands authenticity. In this episode, Katie Trotter, Chief Program Officer at the Chapman Foundation, explores how leaders can effectively rebuild trust after making mistakes. Katie shares that leadership is less about titles and more about influence, which is shaped through small, intentional actions that set the tone for those around us.  She introduces the concept of being chronically human, and points out that when leaders pretend to have it all together, they miss opportunities for genuine connection. The conversation dives into the value of learning from missteps, and Katie outlines a practical five-step process for repairing trust: Regulate emotions  Name the behavior  Identify better choices  Engage in conversation  Listen to understand  Whether you're managing a team or navigating personal relationships, this episode offers actionable insights to help you lead with intention and care.  --- CONNECT WITH US: https://www.chapmancommunities.org/speaking-and-public-engagement/ BLOG: https://www.chapmancommunities.org/rebuilding-trust-how-to-be-a-good-leader-even-when-you-mess-up/ --- Trust is a key component to our third foundational class, Our Community Transforms,* within our model for Caring Leadership and our Caring Workplaces program. To learn more, visit our Partnership page. *Note: You must be an alumnus of Our Community Listens to register for Our Community Transforms.