Advertise on podcast: The POZCAST: Decoding Success with Adam Posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast Thanks, Dalia, for sponsoring these episodes LIVE from RecFest USA. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Chapters00:00 – Introduction & Career Background: Megan Ratigan outlines her 15-year journey at Marriott, her transition from organizational change management back to talent acquisition, and the necessity to disrupt hiring post-2021.01:48 – Post-Pandemic hiring challenges: The impact of hotel re-openings, labor shortages across industries, and why speed became the ultimate differentiator.03:02 – Automating the Interview Process: Implementing automated interview scheduling, saving 17 days in time-to-fill, and scaling across 10,000 hotels globally.05:28 – Top-of-Funnel Strategy & Application Redesign: Shortening application and assessment lengths using inline evaluations managed by behavioral science PhDs.07:44 – Leverage Organic Brand Reach over Job Boards: Why 60% of Marriott’s applicants come directly to their career site, resulting in higher retention, higher quality of hire, and minimal reliance on paid job ads.11:24 – Streamlining the Candidate Experience: Removing unnecessary interview steps, combining screening with full interviews, and empowering recruiters to act fast.13:28 – Fraud Prevention & In-Person Verification: Utilizing anti-fraud tech, biometrics during background checks, and bringing back in-person interviews for headquarters positions.15:00 – Ethical AI Use for Job Seekers: How candidates can leverage AI effectively for interview preparation and resume polishing without over-engineering.16:04 – The Purpose & Future of Recruitment: Why recruiters must evolve beyond transactional hiring to become broader talent management consultants and continuous learners.18:50 – Shoutouts & Final Job-Seeker Advice: Recognizing team members giving back to the community and offering networking strategies for navigating the modern job market.Key TakeawaysAutomation Drives Speed: Automating interview scheduling alone cut Marriott’s overall time-to-fill by 17 days.Organic Intent Matters: Candidates who apply directly through a company's career site stay longer and perform better than passive clicks from external job boards.Eliminate Process Friction: Combining initial candidate screening calls directly into recruiter interviews saves step-time and keeps qualified applicants engaged.Fight Application Fraud Early: Enterprise organizations are integrating multi-step fraud detection, biometrics, and selective in-person interviews to combat bad actors.Targeted Networking Over Mass Applying: Job seekers should focus on target companies and build genuine relationships with industry leaders rather than "posting and praying".

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Key TakeawaysPrioritize Candidate Care: St. Jude’s recruitment strategy centers around "candidate care," ensuring applicants receive clear communication, support, and feedback throughout the hiring process to eliminate the feeling of application "ghosting."Maintain the Human Touch Over AI: While acknowledging AI's potential for streamlining operational processes, St. Jude emphasizes human review for hiring decisions—especially when evaluating transitional skills and soft qualities that technology cannot fully assess.Recruiters as Brand Ambassadors: Recruiters are the primary entry point to an organization; their role extends beyond sourcing talent to advocate for candidates and clearly communicate the company’s mission and values.Resume Advice for Job Seekers:Avoid rigid rules like limiting a resume strictly to two pages if additional context is necessary.Avoid vague "objective statements" that might prematurely disqualify you from other open roles.Omit profile pictures from resumes to reduce unconscious bias during candidate screening.Prepare and Advocate: Talent acquisition teams should set candidate expectations by offering preparation tools and insight into interviewers' backgrounds rather than leaving candidates to navigate interviews blindly. Chapters 00:00 – Introduction & RecFest 2026 Welcome01:25 – Tracie Campbell’s Recruiting Career Journey02:18 – Talent Acquisition at St. Jude: Managing Diverse Roles for 8,000 Employees04:13 – Training Recruiters as Brand Ambassadors and Gatekeepers05:40 – Implementing a "Candidate Care" Strategy08:03 – Evaluating Transitional Experience with Compassion09:28 – Candidate Attraction Tools & Recruitment Marketing11:10 – The Role of AI in Recruiting: Soft Touch vs. Automation13:40 – Walking Through the Application and Rejection Process14:23 – Defining and Combating Application Ghosting16:32 – Future of the Modern Recruiter Role17:22 – Highlight: Sarah Strain’s Leadership Evolution18:38 – Golden Advice for Job Seekers & Resume Tips21:26 – Where to Connect with Tracie Campbell & Closing Remarks

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Key TakeawaysHiring a smarter leader does not fix a broken team structure.The key question is: who talks to whom, and who listens to whom?Hierarchy can suppress useful insights from people closest to the work.Great meetings create equal influence—not just equal attendance.Strong teams help individuals learn while improving group decisions.MIT’s Building 20 shows the power of unplanned, cross-disciplinary collisions.AI can accelerate thinking, but it can also flatten diversity and reinforce existing biases.Leaders should assess AI by whether it makes humans more capable over time.High-performing teams can decline when their best people are poached; management must plan for attrition.Monday-morning move: create space for lower-power voices to influence the discussion.Chapters00:00 Welcome + Damon’s background 04:00 Growing up in a Quaker community 09:00 Is higher education still worth it? 13:00 What groupthink really means 20:00 Why smart teams make bad decisions 28:00 Structural intelligence and information flow 36:00 Hospital hierarchies and hidden organizational red flags 45:00 MIT Building 20 and accidental innovation 55:00 Designing smarter, more egalitarian meetings 1:03:00 AI, bias, and collective intelligence 1:15:00 When successful systems undermine themselves 1:23:00 The one leadership change to make Monday morning

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Key Takeaways: You don't need to love your job to be great at it. People can view work as a job, career, or vocation, and each orientation can produce motivated, successful employees. Purpose doesn't have to come from work. A job can simply enable the family, hobbies, experiences, or lifestyle that gives someone meaning.The traditional employment contract is changing. Jessica believes fractional work, freelancing, projects, side businesses, and more flexible working relationships will increasingly challenge the idea of one employer owning someone's professional attention. Culture isn't what's written on the wall. Jessica defines culture as what happens in employees' everyday experience, including how managers treat them, how work gets done, and how people experience difficult moments. Treat employee experience like a product. Employees effectively subscribe to the experience an organization provides until they decide to cancel by resigning. HR should optimize for outcomes, not activity. Start with the problem, test solutions quickly, measure the outcome, and iterate instead of spending months producing programs because they look like HR work. AI is changing jobs, not necessarily eliminating work. Jessica expects roles and skill sets to evolve as people find new ways to create value. Early-career talent may face the biggest AI disruption. Both Adam and Jessica identify traditional entry-level career paths as an area requiring serious reinvention. Your career should not be your entire identity. Jessica's definition of success centers on having enough variety and freedom to be more than one thing.Chapters: 00:00 Why Your Job Doesn't Have to Be Your Passion00:29 Welcome to #thePOZcast00:49 Meet Jessica Zwaan02:02 From Rural Australia to the People Business03:42 Choosing University Without Knowing What You Want06:23 Why Jessica Chose Corporate HR Over Publishing07:30 Do You Have to Love Your Job to Be Successful?10:55 The Societal BS Around "Meaningful" Work12:12 When Jessica Realized Corporate Culture Was Broken14:30 What Should We Throw Out About Traditional Work?16:42 Remote Work, Offices and the Future Workplace19:25 What Workplace Culture Actually Means22:33 Treating Employee Experience Like a Product23:20 Does Everyone Need Purpose at Work?24:31 How to Understand What Actually Motivates Employees25:59 What HR Can Learn From Product Teams27:10 How Jessica Evaluates Career Opportunities30:25 Why She Initially Turned Down Leapsome31:55 Writing Purpose and Work33:42 Who Purpose and Work Is For34:52 Will AI Replace Jobs?36:52 Why AI Could Reshape Early Careers37:48 Jessica's Dream Job38:51 What's Next for HR and AI39:44 What Keeps Jessica Up at Night?40:00 How Jessica Defines Success41:51 Where to Find Jessica42:26 Closing

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Key Topics: - Reinvention as an ongoing identity, not a one-time event- The importance of self-awareness and understanding emotional patterns- Taking intentional action to create change- The role of confidence and curiosity in reinvention- Balancing life roles and redefining identity after loss- The power of self-advocacy in career and life transitions- The significance of presence and mindfulness in daily life- How understanding human nature aids personal growth- The process of uncovering joy and living intentionally- Lessons learned from overcoming grief and trauma Chapters 00:00 Introduction to Stacey Schifflet's journey of reinvention01:54 Childhood influences and foundational values03:51 Lessons from multiple career reinventions06:12 Realizing the difference between rebuilding life and rebuilding oneself07:54 Understanding human nature and emotional patterns09:26 From insights to action: breaking habits and creating change13:00 The skill of reinvention and building confidence15:01 Defining identity beyond roles and titles19:48 The story behind Treasure Map to Joy21:50 Uncovering joy and living with intention25:07 The importance of self-advocacy and taking control30:04 Navigating career transitions and embracing change34:07 The one question to ask for life-changing insights36:57 Stacey's definition of success and her North Star

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos In This EpisodeWhy venture capital is not the only path to building a valuable companyHow to identify the capital and resources already around youThe Mompreneur Mayhem MatrixWhy founders must establish personal non-negotiablesThe emotional cost of being present physically but unavailable mentallyHow perfectionism holds entrepreneurs backThe three buckets every founder should use to delegateWhy $1.5 million in revenue can still leave a company with no cashThe difference between top-line growth, profit, and cash flowWhen to delegate finance and operational responsibilitiesHow motherhood strengthened Beth and Victoria as leadersWhy empathy can become a competitive business advantageThe three people every founder needs in their “kitchen cabinet”Why success without happiness is not really success

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos Key Topics: - The impact of emotions on leadership and success- The importance of vulnerability and authenticity- The role of emotional healing and inner child work- How to recognize and manage burnout- The relationship between achievement and fulfillmentTakeaways- Emotions are already leading the way in our decisions and actions.- True leadership requires vulnerability and genuine connection.- Burnout begins before the workload increases, rooted in emotional depletion.- Healing emotional wounds can immediately improve organizational performance. - Leaders must look inward and take responsibility for their emotional state. Chapters: 00:00 Introduction to Randy Lyman's Journey02:15 Early Lessons from Family and Their Impact04:18 The Turning Point at Age 2807:01 The Hidden Variable Leaders Overlook09:23 The Epiphany of Emotional Release12:49 Achievement vs Fulfillment15:35 Healing as a Collective Leadership Practice18:33 The Inner Child and Creativity20:53 The Roots of Burnout23:36 Lessons Learned from Writing the Book25:53 AI and Emotional Awareness in Leadership28:50 Practical Steps to Change Emotional Patterns30:54 Rapid Fire: Leadership Insights31:08 Vulnerability: Earned or Given31:18 Can a Company Outgrow Its Founder?31:29 Leadership Clichés to Stop Saying31:44 Success Requires Heart32:01 What Keeps Randy Up at Night33:01 The Power of Emotional Healing33:38 Redefining Success in Life and Business

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos   Key Topics:- The founding and design of the Apple Store- The importance of human connection in retail- Lessons from Ron Johnson's career at Target and Apple- The impact of AI on retail and customer experience- Failures and lessons learned from JC Penney- Timeless principles of store design and customer engagement Chapters00:00 Introduction to Ron Johnson and his journey02:04 Early influences and childhood lessons04:05 Career shift from finance to retail passion08:12 Joining Target and pioneering design in retail12:03 Meeting Steve Jobs and the Apple Store vision19:46 Design principles of the first Apple Store29:56 The role of human connection in retail success35:56 Lessons from JC Penney's challenges and failures45:01 Reflections on leadership, presence, and success51:55 The future of retail and Apple in an AI world

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos   Key Topics: - Measuring people vs. measuring dollars - Limitations of traditional performance reviews - Market systems as a model for internal assessment - Decentralized feedback and peer evaluation - AI's role in performance measurement - Overcoming bias in talent evaluation - The concept of value based on results - Leadership metrics and their flaws - Future of work and collective intelligence   Chapters 00:00 Introduction and Jacob's background 02:04 Early lessons from parents on business 03:57 From Wall Street to real estate: the shift in perspective 05:50 The limitations of traditional performance metrics 07:58 Market systems as a blueprint for internal evaluation 09:58 Challenging conventional wisdom on authority and judgment 11:04 Value cannot be assessed outside of results 13:55 Quantifying individual contribution and impact 16:00 Meritocracy and fairness in performance measurement 18:10 Bias, politics, and decentralized assessment systems 20:11 Using data to inform leadership and development 22:52 The role of AI and technology in future performance measurement 25:11 AI's impact on work and job displacement 28:06 Looking ahead: the future of talent and leadership 29:46 Lightning round: leadership metrics and advice 32:03 Jacob's personal definition of success

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos About: I'm joined by two leaders who have built careers around one simple idea: great businesses are built by great people. First is Josh Robinson, a transformational executive with more than 20 years of experience leading finance, technology, and business strategy across organizations ranging from $50 million to $7 billion in revenue. Josh is known for building high-performing teams, creating cultures that attract top talent, and helping companies think big, start small, and scale fast. Joining him is Mike Nathan, a Navy veteran, entrepreneur, investor, and startup builder who's helped launch, advise, and invest in more than a dozen companies across industries. From Search & Rescue Swimmer to founder, board member, and operator, Mike believes that business is one of the most powerful vehicles for creating meaningful impact for people and communities. Together, Josh and Mike bring an incredible combination of operational excellence, entrepreneurial grit, and people-first leadership. I'm excited to dive into their journeys, what they've learned building companies and cultures, and where they see the future of work and leadership heading next. Key Takeaways: Not every high performer should become a manager. Companies need meaningful advancement paths for strong individual contributors instead of forcing them into leadership roles they may not want or be equipped for. Leadership is less about having every answer and more about building the right team. Great leaders trust subject-matter experts, ask better questions, and create the conditions for others to execute. Authenticity builds more trust than pretending to know everything. Employees respond better to leaders who admit what they do not know and work alongside the team to find the answer. Conviction can matter as much as competency. Skills may get someone through the interview process, but genuine belief in the company’s mission determines whether they will remain committed when things get difficult. A founder’s ability to delegate is a critical indicator of scalability. Founders who constantly say “I,” control every decision, and cannot step away will eventually become the bottleneck in their own business. Raising capital should serve a specific goal, not someone’s ego. Companies should pursue funding when it accelerates product development, sales, expansion, or a planned exit, not because announcing a major round has become a status symbol. AI is creating the rise of the “Army of One.” Individuals and small teams can now use AI, outsourcing, and personal branding to produce the output and profitability once associated with much larger organizations. Take the “Army of One” seriously, but not literally. AI can dramatically increase individual productivity, but growing companies will still need talented people when complexity, scale, and human connection demand them. Replacing employees with AI is often the wrong strategy. The greater opportunity is to give employees AI tools, remove repetitive work, and redeploy people into more valuable roles that improve service and generate revenue. The professionals who thrive will combine expertise with AI fluency. Human judgment, technical knowledge, and relationship skills will remain valuable, but people who fail to learn how to apply AI within their field risk being left behind.     Chapters 00:00 Introduction to Leadership and Impact 01:43 Personal Leadership Journeys 05:19 The Role of Individual Contributors vs. Leaders 08:12 Evolving Beliefs About Leadership 09:48 Hiring Talent vs. Building Executable Teams 12:44 Evaluating Founders and Their Potential 14:43 Post-Mortem Analysis of Failed Startups 15:52 The Right Time to Raise Capital 17:52 The Army of One Myth and AI's Role 26:51 AI's Impact on Jobs and Company Culture 32:28 The Importance of Human Expertise in a Tech-Driven World 33:16 Hiring for Heart: The Key to Successful Interviews 35:21 Assessing Compatibility: The Role of Personality in Hiring 37:49 Radical Transparency in Leadership and Its Challenges 41:33 Risky Decisions: Career Moments That Changed Everything 45:06 Debunking Business Clichés: What Needs to Die 47:40 AI: Signal or Hype? Perspectives on Job Disruption 51:57 Investing in Healthcare: The Future of Tech-Enabled Solutions 54:13 Legacy: What Do We Want to Be Remembered For? 55:36 Defining Success: Balancing Personal and Professional Life

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This episode is brought to you by our friends at Dalia. Who's ready for a cold hard fact? Indeed's pricing model -- and all programmatic job advertising -- is based on driving volume. Not outcomes. Job boards get paid on clicks and applies, not hires. Their incentive is to send you more volume. That's what happens with volume-based pricing models. And all that volume creates exactly what you'd expect: mass inefficiency, mountains of unqualified applications, and wasted spend.  Meanwhile, TA teams know their career site is already their best source of quality applicants who get hired. TA teams invest in their career sites and employer brand, but the outdated technology makes it too hard for people to connect and apply.  Dalia fixes that. Millions of job seekers use Dalia every month to seamlessly connect to employer career sites and apply to jobs using their universal candidate profile. No re-entering information over and over. It's like the ShopPay button, but for jobs. It's secure, it integrates directly into your ATS, and it works instantly on any career site.  Employers using Dalia can double their conversion of career site visitors into qualified applicants and hires. Double the hires from traffic you already have. That's how you start cutting your dependence on Indeed. To learn more, please visit: https://www.dalia.co/audit?utm_source=pos   Key Topics: - AI as a leadership challenge, not just a technology - The importance of mindset shift for AI adoption - Reimagining workflows and organizational structures - The role of human-AI collaboration in future work - Strategies for leaders to become AI-forward - The danger of a finite mindset in AI implementation - The concept of shifting from org charts to work charts - The importance of outcome-driven AI strategies - The role of leadership in fostering innovation with AI - Practical steps for organizations to start their AI journey Chapters: 00:00 Introduction to Disruption and Leadership 02:18 Career Reflections and Lessons Learned 05:03 The Genesis of the Book on AI Leadership 08:18 AI as a Leadership Challenge 12:44 The Finite vs. Infinite Mindset in Organizations 15:40 Identifying Warning Signs of a Finite Mindset 17:52 The Balance of Speed and Strategy in AI Implementation 20:18 Rewriting the Playbook for AI 23:17 The Evolving Role of Human Capital in an AI World 25:43 AI for Humanity: IKEA's Success Story 26:20 Human-Machine Collaboration: The Future of Work 28:02 Evolving Leadership in the Age of AI 30:41 Practical Steps for AI-Forward Organizations 32:18 Understanding AI's Impact on Jobs and Tasks 34:51 Future-Proofing Organizations: Lessons from the Past 39:02 The Uncomfortable Questions for CEOs 43:03 Optimism in AI: Augmentation and New Possibilities

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   1:40 - Near-death experience 6:58 - The turning point 9:53 - Road to Healing 12:54 - Concept of Awakening in Coaching 16:09 - Journey to Spirituality / Invest in yourself 18:47 - The book; who is it for and key takeaway 21:43 - Key Advice by Dave 23:48 - Live like an Amateur or Pro 26:10 - Dave's North Star

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   1:20 - Favorite Spot/Restaurant 2:20 - The New Rule 3:00 - Growing up as a kid 4:58 - Skates all around 6:37 - Effects of Technology on kids 8:57 - Who recognized the gift inside 13:34 - Memory of getting smashed the first time 14:25 - Getting contacted 17:18 - Work Ethic 20:44 - Funny story from Rookie Year 22:48 - Impression / What Dave likes to be known for 27:33 - Who is Dave scared of 30:39 - Whos is the best player/which player made Dave better 33:15 - Which team has the best fanbase 34:33 - Technology in Sports / The Brooklyn Arena 34:20 - Proudest Moment in ICE/NHL

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I’m here to remind you to give to causes that make a difference. You want to help, but you don’t know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner   Chapters 00:00 The Origins of Jackie Summers 02:53 Education and Rebellion 05:55 Growing Up in Brooklyn 08:59 Embracing Contradiction 11:58 Transitioning to Entrepreneurship 15:01 Creating Sorel Liqueur 22:01 Creative Ways to Enjoy Sorel 23:53 Challenges in the Beverage Industry 25:45 Navigating Racial Dynamics in Business 32:50 Understanding Intersectional Justice 40:17 Embracing Multidimensionality 46:16 Defining True Success Key Topics - Jackie Summers' background and upbringing in Brooklyn - The challenges of breaking into the spirits industry as a Black entrepreneur - The innovation behind shelf-stable sorrel and its cultural significance - Navigating systemic barriers and systemic disenfranchisement - The concept of metabolizing contradiction and embracing complexity - The importance of intersectional justice and social impact in business - Lessons learned from failures and resilience in entrepreneurship - The role of cultural heritage in product development and storytelling - Strategies for navigating industry gatekeepers and systemic biases - The importance of internal and external wealth for success   Takeaways - Embrace all parts of your multidimensional self to unlock opportunities. - Metabolizing contradiction requires effort, energy, and transformation. - Systemic barriers can be overcome with persistence, innovation, and purpose. - Cultural heritage is a powerful foundation for creating impactful products. - Success is achieved when internal and external wealth are balanced.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I’m here to remind you to give to causes that make a difference. You want to help, but you don’t know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner   Chapters: 1:54 - Lindsey's background 4:11 - Decision making 5:00 - Big Lesson Learned as an RA 5:58 - Paralysis of Choice 7:52 - Job Hopping 8:40 - Difference between Boomers & Millennials (Leadership wise) 10:48 - Young Leaders - Where is the gap? 12:19 - Concept of Feedback 14:11 - Impetus behind writing the first book 15:37 - Multi-generational Workforce 18:59 - Need of physical workplace vs remote work (uncertainty) 21:53 - Magic Formula 23:20 - Lindsey's book title struggle 25:18 - Early Career Guidance 26:45 - Insightful Interview Questions 29:06 - Who should read the book 29:47 - Golden key takeaway 30:41 - Biggest challenge in writing this book 31:52 - Vulnerability 32:26 - Greatest piece of advice 34:20 - Lindsey's Super Power 34:35 - Personal/Professional Silver Linings 35:54 - Lindsey's North Star